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- FMLA Frequently Asked Questions - U. S. Department of Labor
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 happens when an employee exhausts their FMLA entitlement and . . .
This post explores the key considerations and compliance issues employers should consider when an employee remains unable to work after exhausting FMLA leave, focusing on two common scenarios: (1) leave for the employee’s own serious health condition, and (2) leave to care for a family member
- If I exhaust all of my annual and sick leave, what are my options . . .
There are a number of alternatives for an employee who has exhausted his or her accrued annual and sick leave An employee may request advanced annual and or advanced sick leave
- Terminating an Employee Who Can’t Return After FMLA Leave? Not . . . - MRA
Before you terminate the employee who is unable to return to work after exhausting FMLA leave, determine whether he or she may be eligible for additional time off under another law
- After FMLA Ends, When Can an Employer Safely Terminate an Employee?
Although FMLA would protect that employee’s job for up to 12 weeks, the employer now has an argument that an undue hardship — if properly supported, of course — occurs after FMLA is exhausted
- If an employee gets sick after using all of their Paid Time . . . - TriNet
There is no federal law requiring employers to provide sick leave, paid or unpaid As an employer, you are only required to provide the amount of PTO that you agreed to provide in the employment contract or agreement
- What Happens When You Run Out of FMLA Leave? - King Siegel LLP
Once you have exhausted your FMLA leave, your job protection under FMLA no longer applies Employers may choose to extend job-protected leave or offer alternatives, but it is not guaranteed Check your employer’s policies or consult with HR for specific options
- An Employee Who is Unable to Return to Work After 12 Weeks . . . - Ogletree
An employee who takes FMLA leave is entitled to be restored to the job he or she held at the time the leave commenced, or to an equivalent position If, however, the employee is unable to return to work at the end of that 12-week period, he or she is no longer protected by the FMLA
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