Sometimes an employee asks for FMLA leave to care for a family member, particularly a parent, but employee’s plans don’t involve physically assisting the family member with activities of daily living. Disputes may arise about whether the employee is entitled … Read more
Sometimes an employee asks for FMLA leave to care for a family member, particularly a parent, but employee’s plans don’t involve physically assisting the family member with activities of daily living. Disputes may arise about whether the employee is entitled to FMLA leave when the plan is simply to provide comfort. Where assistance to the family member involves traveling, things can get contentious. Both employers and employees need to be clear about what “care” means under the FMLA.
Caring for a Family Member: The Regulations
Sometimes an employee asks for FMLA leave to care for a family member, particularly a parent, but employee’s plans don’t involve physically assisting the family member with activities of daily living. Disputes may arise about whether the employee is entitled to FMLA leave when the plan is simply to provide comfort. Where assistance to the family member involves traveling, things can get contentious. Both employers and employees need to be clear about what “care” means under the FMLA.
Caring for a Family Member: The Regulations
Have you ever had an employee ask to take leave under the Family and Medical Leave Act to help a child who is having a baby? Or to care for a beloved aunt who is terminally ill? The FMLA requires … Read more
Have you ever had an employee ask to take leave under the Family and Medical Leave Act to help a child who is having a baby? Or to care for a beloved aunt who is terminally ill? The FMLA requires that employers give eligible employees twelve weeks of job-protected leave each year for a qualifying reason. One of those reasons is to care for a spouse, parent or child with a serious health condition. Does that mean that employees are not entitled to FMLA leave for the birth of a grandchild or to care for Aunt Sue? Probably, but maybe not.
Have you ever had an employee ask to take leave under the Family and Medical Leave Act to help a child who is having a baby? Or to care for a beloved aunt who is terminally ill? The FMLA requires that employers give eligible employees twelve weeks of job-protected leave each year for a qualifying reason. One of those reasons is to care for a spouse, parent or child with a serious health condition. Does that mean that employees are not entitled to FMLA leave for the birth of a grandchild or to care for Aunt Sue? Probably, but maybe not.
The federal Family and Medical Leave Act (FMLA) requires employers to provide employees with 12 weeks of unpaid but job-protected leave each year for qualifying situations, including for the birth or adoption of a child, for the employee’s own serious … Read more
The federal Family and Medical Leave Act (FMLA) requires employers to provide employees with 12 weeks of unpaid but job-protected leave each year for qualifying situations, including for the birth or adoption of a child, for the employee’s own serious health condition, or for an employee to care for an immediate family member with a serious health condition. Who is an immediate family member? The FMLA, by its own terms, says it is a spouse, son, daughter or parent of an employee. But how do we define those terms?
The federal Family and Medical Leave Act (FMLA) requires employers to provide employees with 12 weeks of unpaid but job-protected leave each year for qualifying situations, including for the birth or adoption of a child, for the employee’s own serious health condition, or for an employee to care for an immediate family member with a serious health condition. Who is an immediate family member? The FMLA, by its own terms, says it is a spouse, son, daughter or parent of an employee. But how do we define those terms?
UPDATED August 2022: On July 27, 2022, US Treasury amended its Final Rule FAQs to exempt expenditures in the Revenue Replacement category from some Uniform Guidance provisions. Those changes are reflected in the updated post below.