Your HR Guide to FMLA 

Thank you for watching & listening!!!

I have not been on that site so I cannot say.

Whether you are unable to work because of your own serious health condition, or because you need to care for your parent, spouse, or child with a serious health condition, the FMLA provides unpaid, job-protected leave. Leave may be taken all at once, or may be taken intermittently as the medical condition requires. Here is a good resource for you: The Employee's Guide to - the Family and Medical Leave Act the Family and Medical Leave Act: www.dol.gov/sites/dolgov/files/WHD/legacy/files/employeeguide.pdf

Likely yes. Your organization needs to be required to offer FMLA meaning you have a number of employees at the location you work at and you, must have worked at least 12 months at least 2,40 hours. You can take FMLA leave and go or do whatever you want. It does not have to be in the US if that is where you live. Keep in mind this is likely unpaid time off unless your company offers paid time and/or short-term disability.

Hi! This is a very short version of The Family and Medical Leave Act (FMLA) that provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave. FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunities for men and women. FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons: For the birth and care of the newborn child of an employee; For placement with the employee of a child for adoption or foster care; To care for an immediate family member (spouse, child, or parent) with a serious health condition; or To take medical leave when the employee is unable to work because of a serious health condition. Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or work. I would recommend speaking to your HR department and suggest visiting www.dol.gov/agencies/whd/fmla for more detailed information, Congratulations on the addition of your new family member!

@@WORKOLOGY i read that on the DOL website. Thanks for posting it here. Question though. When does the CLOCK start for job protected leave for fathers? Is it exactly at 3:23pm when the chord is cut or does it allow to prepare and arrive to the hospital to experience the birth or if that will be in another country or state to leave 2-3 days prior or leave during the anticipated birth date? What do you think by interpreting this law how it would apply to my situation.

@@skibbydweez2647 Thanks for your follow up question! I highly recommend you ask your HR representative these questions as they are very specific and the FMLA policies are a bit more broad (as they don't refer to when the clock begins for leave to care for a new baby, for example).

@@WORKOLOGY so as long as I’m approved with the designation notice then I should be covered by flma leave / job protection?

@@skibbydweez2647 Yes you *should* be, but again please verify this through the HR specialist for your employer. If you have additional questions, or you think that your rights under the FMLA may have been violated, you can contact the Wage and Hour Division (WHD) at 1-866-487-9243.

That’s because FMLA is unpaid.