I often use this blog to provide detailed answers to common tax questions. But sometimes the most common questions have answers that aren’t quite long enough to justify their own blog post. Below is a collection of a few short but important FAQs and answers.
Most employees take leave under the Family and Medical Leave Act (FMLA) in continuous blocks of time. But not all health conditions require an employee to be absent for weeks at a time. Some conditions are episodic in nature, like … Read more
Most employees take leave under the Family and Medical Leave Act (FMLA) in continuous blocks of time. But not all health conditions require an employee to be absent for weeks at a time.
Most employees take leave under the Family and Medical Leave Act (FMLA) in continuous blocks of time. But not all health conditions require an employee to be absent for weeks at a time.
For employees, the federal Family and Medical Leave Act (FMLA) is a great benefit. It grants them twelve weeks of job-protected (but unpaid) leave each year for the birth, adoption or foster placement of a child, the employee’s own serious … Read more
For employees, the federal Family and Medical Leave Act (FMLA) is a great benefit. It grants them twelve weeks of job-protected (but unpaid leave) each year for or the birth, adoption or foster placement of a child, the employee’s own serious health condition, or to care for a family member with a serious health condition (on the meaning of serious health condition, see here). For employers, the FMLA is a mixed bag.
For employees, the federal Family and Medical Leave Act (FMLA) is a great benefit. It grants them twelve weeks of job-protected (but unpaid leave) each year for or the birth, adoption or foster placement of a child, the employee’s own serious health condition, or to care for a family member with a serious health condition (on the meaning of serious health condition, see here). For employers, the FMLA is a mixed bag.
Whether leave taken under the federal Family and Medical Leave Act (FMLA) is paid or unpaid is an issue that can confuse employers and employees alike. The FMLA says that leave is unpaid, although employers are required to maintain their … Read more
Whether leave taken under the federal Family and Medical Leave Act (FMLA) is paid or unpaid is an issue that can confuse employers and employees alike. The FMLA says that leave is unpaid, although employers are required to maintain their contributions to an employee’s health insurance premiums during the leave. But it’s not as simple as that. The FMLA allows accrued paid leave and compensatory time-off (“comp time”) to be substituted for unpaid leave. This turns what would otherwise be unpaid FMLA leave into paid FMLA leave.
Whether leave taken under the federal Family and Medical Leave Act (FMLA) is paid or unpaid is an issue that can confuse employers and employees alike. The FMLA says that leave is unpaid, although employers are required to maintain their contributions to an employee’s health insurance premiums during the leave. But it’s not as simple as that. The FMLA allows accrued paid leave and compensatory time-off (“comp time”) to be substituted for unpaid leave. This turns what would otherwise be unpaid FMLA leave into paid FMLA leave.