Fmla Sentence Examples

Under the Family and Medical Leave Act (FMLA), an employer who meets certain specific guidelines is legally required to give both male and female employees twelve weeks of unpaid maternity leave after the birth of a child.

This is great news for the parents who qualify under the FMLA guidelines, but it still begs the question of how to replace the lost income and what to do in the event you are not covered by the FMLA.

If you are not covered by FMLA and your employer will not hold your job for you, spend part of your time away from work updating your resume.

In the United States, the federal government has intervened with the Family and Medical Leave Act (FMLA).

The FMLA does not make provisions for financing this leave.

The Family and Medical Leave Act (FMLA) is a federal government program designed to give families time off to deal with family situations.

Parents who choose to take time off using the FMLA are guaranteed to get their original job back or a similar one with equal pay, benefits, and status.

You must qualify for the FMLA to take advantage of the leave.

The best way to understand the most current national FMLA laws is to visit the U.S. Department of Labor page for FMLA.

If you develop a serious condition during pregnancy and must take leave, it is eating away your FMLA required leave.

It allows an additional four months of unpaid leave (after FMLA) to be taken if a pregnant woman is seriously ill or experiences a condition that requires leave.

Your employer is required to follow FMLA if they fall under certain conditions.

Unfortunately, not all employers do fall under FMLA.

Under FMLA, your boss has to agree to certain terms if you meet FMLA eligible employee requirements.

If you are eligible under FMLA and your boss refuses your leave request, you can inform your boss (nicely) about FMLA--some people honestly do not understand FMLA.

The national Family and Medical Leave Act (FMLA) does offer some legal protection to mothers and families experiencing a high risk pregnancy, but not all companies must follow FMLA.

In order to be protected by FMLA, your company must fall under some specific employee guidelines.

More on the basics of FMLA protection and coverage is discussed in the article How to Get Out on Maternity Leave Early.

Knowing if you're covered by FMLA is a good start.

In the United States, most people are referring to leave taken under the Family Medical Leave Act (FMLA) when they discuss an absence from work to care for a newborn.

Unfortunately, a large number of working women in the United States are employed in positions that are not legally protected by FMLA.

If you have accrued vacation and sick leave, remember that your employer is legally allowed to require that you use this time before you begin taking your FMLA leave.

It is also important to keep track of how much FMLA leave you are using during your maternity leave.

The employer notice provisions of FMLA only require an employee to be notified that her absence will be counted as FMLA leave.

While the provisions of FMLA grant some maternity leave rights for pregnant women, you may also have additional protections under the terms of your current employment.

Under certain circumstances, FMLA does require you to repay part of your insurance premiums or other benefits you've received while on maternity leave if you quit instead of retuning as originally planned.

Your employer may also have clauses written into your contract regarding maternity leave benefits, especially if you work at a company that gives new mothers paid leave or other benefits beyond what is required by FMLA.

Knowing the FMLA guidelines in your state can help determine if you are eligible for leave, how long you can reasonably be off, and what to do to prevent risking your job.

If you have established your rights and understand the rules of FMLA, you are probably ready to begin the paperwork.

Knowing the FMLA guidelines is crucial to obtaining time off from work when you need it most.