Can you break up FMLA time?

Can you break up FMLA time?

When it is medically necessary, employees may take FMLA leave intermittently – taking leave in separate blocks of time for a single qualifying reason – or on a reduced leave schedule – reducing the employee’s usual weekly or daily work schedule.

What does serious health condition mean in FMLA?

Serious health condition has the same meaning as used in OPM’s regulations for administering the Family and Medical Leave Act (FMLA) • Any days the employee has already used for general family care and bereavement in the same leave year must be subtracted from the 12 weeks 23 Definition of Serious Health Condition

How many weeks of unpaid leave do you have under FMLA?

The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 workweeks of unpaid leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave.

What happens if you have more than one FMLA case?

Such events include their own serious health condition or the serious health condition of a spouse, parent or child. Employees are also eligible for bonding leave with a newborn, adopted or fostered child.

What makes an employee eligible for FMLA leave?

Eligible employees may receive 12 weeks of leave in a 12-month period for: A serious health condition that means the employee is unable to perform essential job functions for a period of time An urgent need resulting from the employee’s spouse, son, daughter or parent who is a covered military member on active duty

When to take FMLA leave for serious health condition?

Serious Health Condition 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. The most common serious health conditions that qualify for FMLA leave are: 1) conditions requiring an overnight stay in a hospital or other

Can a company Count FMLA leave as no fault?

An employee’s use of FMLA leave cannot be counted against the employee under a “no-fault” attendance policy. Employers are also required to continue group health insurance coverage for an employee on FMLA leave under the same terms and conditions as if the employee had not taken leave.

Do you have to use one week of your vacation time for FMLA?

employer can require you to use one week of your vacation time for your FMLA leave. When you use paid leave for an FMLA-covered reason (whether at your request or your employer’s), your leave time is still protected by the FMLA.

When does an employer need to certify FMLA?

When an employee requests FMLA leave due to his or her own serious health condition or a covered family member’s serious health condition, the employer may require certification in support of the leave from a health care provider.