Numerous cases are brought against employers for Family and Medical Leave Act (FMLA) interference, but most of them can be avoided if only employers knew more about this Act. We hope this article will be helpful to employers in understanding the Act. The Family and Medical Leave Act (1993) was established to grant family and temporary medical leave under the following circumstances: care for a baby after childbirth, placement of a child with an employee for adoption or foster care, care for an immediate family member if they have a serious health condition, a serious health condition that makes an employee unable to perform the functions of their position, and qualifying exigency arising out of the fact that employee’s immediate family member is on covered active duty in the Armed Forces.
According to the FMLA, an employee can take up to 12 weeks of unpaid job-protected leave in a 12 month period. This time can be taken at once or in intervals, but employees should keep track of their days of FMLA leave so that they do not exceed the allotted 12 weeks. To comply with FMLA Intermittent Leave provisions an employee needs to give only 2 days notice of tardiness or absence, but they should provide supportive documentation for this leave (medical documentation, etc.). If an FMLA interference claim has been filed against an employer, the employer can defeat it by showing that an employee did not take leave for a purpose authorized by the Act.
If an employee requests intermittent leave or leave on a reduced leave schedule based on planned medical treatment, the employer may require such employee to transfer temporarily to an available alternative position that will better accommodate recurring periods of leave than the regular employment position, but an employee needs to be qualified for this position and the latter should have equivalent pay and benefits.
Any employer who violates the FMLA shall be liable to an eligible employee for damages in the amount of wages, salary, employment benefits or other compensation denied, as well as monetary losses, interest on the amount described and other equitable relief including employment, reinstatement, and promotion.
For the original FMLA document, please visit the following link at the U.S. Department of Labor: