One of our full-time employees has asked to take Family and Medical Leave Act (FMLA) leave on an intermittent or reduced leave schedule. What does this mean, and how does it affect our employee’s health coverage?
To comply with the Family and Medical Leave Act (FMLA), covered employers have to do some decision-making and documenting. And this isn’t always easy because the FMLA rules can get complicated. The challenges become somewhat easier, however, when an employer uses two FMLA forms provided by the U.S. Department of Labor (DOL).
But before getting to the DOL forms, an employer needs to know if the business or organization is obligated to comply with the FMLA. FMLA puts obligations on all companies which have 50 or more employees for each working day during each of the 20 or more calendar workweeks in the current or preceding calendar year. All public agencies, and all public and private elementary and secondary schools are covered employers without regard to the number of employees they have.
Next, a covered employer needs to know if an employee is eligible to take leave under the FMLA. An eligible employee is one who works at a jobsite where 50 or more persons are employed within 75 miles of the jobsite. Also, an eligible employee must have been employed by the company for at least 12 months (not necessarily consecutively), and must have been employed for at least 1,250 hours during the 12-month period immediately preceding the start of the leave.
A sick, injured or pregnant employee can qualify for unemployment benefits when: