Pennsylvania Employee Rights Memo Under the Family and Medical Leave Act
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FAQ
The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.
You may take FMLA leave to care for your spouse, child or parent who has a serious health condition, or when you are unable to work because of your own serious health condition.
Answer and Explanation: The correct answer is c) It requires that qualified individuals be given up to 12 weeks of unpaid family leave.
An employee must provide 30 days notice if the need for FMLA leave is foreseeable, such as the expected birth of a child or a planned medical treatment. However, there are exceptions to this requirement. For example, a child may be born prematurely or a physician may move up a medical procedure.
Pa. 2015), the Eastern District of Pennsylvania affirmed that, under appropriate circumstances, an employee can be terminated from employment while on a leave protected by the Family and Medical Leave Act (FMLA).
Employers in every state, including Pennsylvania, are subject to the federal Family and Medical Leave Act (FMLA), which allows eligible employees to take unpaid leave, with the right to reinstatement, for certain reasons.
Employers in every state, including Pennsylvania, are subject to the federal Family and Medical Leave Act (FMLA), which allows eligible employees to take unpaid leave, with the right to reinstatement, for certain reasons.
1993; Requires employers with 50 or more workers to grant up to 12 weeks of unpaid leave a year to allow workers to take time off to help care for a new baby or an ill family member without fear of losing their jobs.
You are protected by the FMLA if you meet the following requirements: (1) you work at a location where at least 50 employees are employed by your employer within 75 miles of that location; (2) you have worked for your employer for at least one year; and (3) you have worked at least 1,250 hours over the last twelve
Employers cannot hold an employee accountable for work that was not completed during an FMLA leave, and employees cannot be disciplined, terminated, or otherwise retaliated against in any way for requesting or taking a leave.
