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Do I Qualify For FMLA Leave? Family Medical Leave AttorneysCertain employees are eligible to take leave from work for up to 12 weeks under the Family and Medical Leave Act, or FMLA. The leave must be because of family or medical emergencies that fit specified reasons under the law. Not all reasons will qualify for protection under the FMLA, and only eligible employees who work for employers that are covered by the act may take the leave. The types of situations that trigger protection under the FMLA include the following:Arrival of new children through birth, foster care or adoptionA family member needing care for his or her serious health conditionThe employee suffering a serious health condition that interferes with his or her ability to perform his or her job functionsSerious health conditions under the law mean illnesses, impairments, injuries, mental conditions and physical conditions that require inpatient care or ongoing treatment from a health care provider. Employees may only take leave to care for family members who are their spouses, children or parents. Since the reasons for taking leave might vary, it is important for you to understand whether your situation qualifies as an allowable type under the FMLA. The employment law attorneys at Swartz Swidler might be able to provide you with guidance about whether your circumstances might qualify for FMLA leave.Leave after having a new babyWhen a mother has a new child, she may take FMLA leave in order to provide prenatal and continuing care after the child’s birth. Fathers are also allowed to take FMLA leave to provide care for their newborn children or to care for their incapacitated spouses.When parents take leave, the leave does not have to run simultaneously. If an employer approves it, the parents may also choose to spread their 12 weeks of leave over the course of a year. They might choose to take a few weeks off at a time or to reduce their working hours during a week. If both parents are employed by the same employer, only one of them may be allowed to take childbirth or pregnancy leave.Do I qualify for FMLA Pregnancy leave?Some pregnancies are difficult, and they might qualify for FMLA leave as serious health conditions. If an employee is placed on bed rest by her physician during pregnancy, it may qualify as protected leave under the FMLA. The employer might require that the employee verifies the complication by getting a certification from her doctor.Leave for foster care or adoptionThe FMLA allows employees who have children placed in their homes through foster care or adoption to take up to 12 weeks of leave off from work for up to a year after the child’s placement. Taking a leave for adoption may also happen before the placement happens in situations in which the employee’s absence is required. This might include to attend required counseling sessions, to attend court or to travel to other countries in order to complete the adoption process.Taking leave to care for family members who have serious health conditionsEmployees who need to take leave from work in order to care for family members who are suffering from serious health conditions are protected by the FMLA. The allowed family members include spouses, children or parents. The conditions must also qualify and may not include ordinary conditions such as the flu, colds, headaches or upset stomachs. In some cases, a common illness may qualify if a doctor deems it to be serious.Taking a leave for your own health condition: Do I qualify for FMLA leave?Commonly, employees take FMLA leave for their own serious health conditions. People who are not able to perform their job duties because of a chronic health condition or a serious illness may request FMLA leave so that they can receive treatment or ongoing care from their doctors.In order to qualify, the FMLA requires that people must have a period of incapacity that lasts for more than three consecutive days. An employee whose condition requires him or her to see a doctor two or more times must have their second visit happen within 30 days of the first date that they were incapacitated.FMLA regulations also require that treatment of chronic health conditions must happen at least twice per year. Employees may be required to obtain medical certification of his or her condition.Military family leaveEmployees are allowed to take FMLA leave in order to care fro a family member who suffered an injury while on active military duty. Employees are also allowed to request leave in order to handle certain exigencies that arise out of a family member’s deployment.

Eligibility for FMLA LeaveQ. I have 12 months of service with my employer, but they are not consecutive. Do I still qualify for FMLA?A. You may. In order to be eligible to take leave under the FMLA, an employee must (1) work for a covered employer, (2) work 1,250 hours during the 12 months prior to the start of leave, (3) work at a location where 50 or more employees work at that location or within 75 miles of it, and (4) have worked for the employer for 12 months. The 12 months of employment are not required to be consecutive in order for the employee to qualify for FMLA leave. The regulations clarify, however, that employment prior to a continuous break in service of seven years or more need not be counted unless the break in service is (1) due to an employee’s fulfillment of military obligations, or (2) governed by a collective bargaining agreement or other written agreement.Q. If I have to miss work due to National Guard or Reserve duty, will this affect my eligibility for FMLA leave?A. No. The regulations make clear the protections for our men and women serving in the military by stating that a break in service due to an employee’s fulfillment of military obligations must be taken into consideration when determining whether an employee has been employed for 12 months or has the required 1,250 hours of service.Under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), hours that an employee would have worked but for his or her military service are credited toward the employee’s required 1,250 hours worked for FMLA eligibility. Similarly, the time in military service also must be counted in determining whether the employee has been employed at least 12 months by the employer.Example:Dean worked for his employer for six months in 2008, then was called to active duty status with the Reserves and deployed to Iraq. In 2009, Dean returned to his employer, requesting to be reinstated under the USERRA. Both the hours and the months that Dean would have worked but for his military status must be counted in determining his FMLA eligibility.Employer Notice RequirementsQ. What are an employer’s posting and general notice requirements?A. Employers must post a general notice explaining the FMLA's provisions and providing information regarding procedures for filing a claim under the Act in a conspicuous place where it can be seen by employees and applicants. Under the regulations, this posted notice includes additional information regarding the definition of a serious health condition, the new military family leave entitlements, and employer and employee responsibilities. Employers must also include the information in this general notice in any employee handbook or other written policies or manuals describing employee benefits and leave provisions. Additionally, under the regulations, an employer without a handbook or written guidance is required to provide this general notice to new employees upon hiring.Q. Is there a penalty if an employer fails to post the required FMLA notice?A. An employer that willfully fails to post the required FMLA notice may be assessed a civil monetary penalty. Under the regulations, the penalty is increased to $110.Q. How soon after an employee provides notice of the need for leave must an employer determine whether someone is eligible for FMLA leave?A. Absent extenuating circumstances, the regulations require an employer to notify an employee of whether the employee is eligible to take FMLA leave (and, if not, at least one reason why the employee is ineligible) within five business days of the employee requesting leave or the employer learning that an employee’s leave may be for a FMLA- qualifying reason.Q. Does an employer have to provide employees with information regarding their specific rights and responsibilities under the FMLA?A. At the same time an employer provides an employee notice of the employee’s eligibility to take FMLA leave, the employer must also notify the employee of the specific expectations and obligations associated with the leave. Among other information included in this notice, the employer must inform the employee whether the employee will be required to provide certification of the FMLA-qualifying reason for leave and the employee’s right to substitute paid leave (including any conditions related to such substitution, and the employee’s entitlement to unpaid FMLA leave if those conditions are not met). If the information included in the notice of rights and responsibilities changes, the employer must inform the employee of such changes within five business days of receipt of the employee’s first notice of the need for FMLA leave subsequent to any change. Employers are expected to responsively answer questions from employees concerning their rights and responsibilities.Q. How soon after an employee provides notice of the need for leave must an employer notify an employee that the leave will be designated and counted as FMLA leave?A. Under the regulations, an employer must notify an employee whether leave will be designated as FMLA leave within five business days of learning that the leave is being taken for a FMLA-qualifying reason, absent extenuating circumstances. The designation notice must also state whether paid leave will be substituted for unpaid FMLA leave and whether the employer will require the employee to provide a fitness-for-duty certification to return to work (unless a handbook or other written document clearly provides that such certification will be required in specific circumstances, in which case the employer may provide oral notice of this requirement). Additionally, if the amount of leave needed is known, an employer must inform an employee of the number of hours, days or weeks that will be counted against the employee’s FMLA leave entitlement in the designation notice. Where it is not possible to provide the number of hours, days, or weeks that will be counted as FMLA leave in the designation notice (e.g., where the leave will be unscheduled), an employer must provide this information upon request by the employee, but no more often than every 30 days and only if leave was taken during that period.Q. If an employer fails to tell an employee that leave has been designated as FMLA leave, can the employer count the leave against the employee's FMLA leave entitlement?A. The regulations revise the designation provisions to comply with the U.S. Supreme Court’s decision in Ragsdale v. Wolverine World Wide, Inc., 535 U.S. 81 (2002). Ragsdale ruled that a "categorical" penalty for failure to appropriately designate FMLA leave was inconsistent with the statutory entitlement to only 12 weeks of FMLA leave and contrary to the statute's remedial requirement to demonstrate individual harm. Under the regulations, retroactive designation is permitted if an employer fails to timely designate leave as FMLA leave (and notify the employee of the designation). The employer may be liable, however, if the employee can show that he or she has suffered harm or injury as a result of the failure to timely designate the leave as FMLA. Additionally, an employee and employer may agree to retroactively designate an absence as FMLA-protected.Example:Henry plans to take 12 weeks of FMLA leave beginning in August for the birth of his second child. Earlier in the leave year, however, Henry took two weeks of annual leave to care for his mother following her hospitalization for a serious health condition. Henry’s employer failed to notify him at the time of his mother’s hospitalization that the time he spent caring for his mother would be counted as FMLA leave. If Henry can establish that he would have made other arrangements for the care of his mother if he had known that the time would be counted against his FMLA entitlement, the two weeks his employer failed to appropriately designate may not count against his FMLA entitlement.Employee Notice RequirementsQ. How much notice must an employee give before taking FMLA leave?A. When the need for leave is foreseeable based on an expected birth, placement for adoption or foster care, or planned medical treatment, an employee must give at least 30 days notice. If 30 days notice is not possible, an employee is required to provide notice “as soon as practicable.” Employees must also provide notice as soon as practicable for foreseeable leave due to a qualifying exigency, regardless of how far in advance such leave is foreseeable (see FAQ for military family leave for additional information). The regulations clarify that it should be practicable for an employee to provide notice of the need for leave that is foreseeable either the same day or the next business day. In all cases, however, the determination of when an employee could practicably provide notice must account for the individual facts and circumstances.When the need for leave is unforeseeable, employees are required to provide notice as soon as practicable under the facts and circumstances of the particular case, which the regulations clarify will generally be within the time prescribed by the employer’s usual and customary notice requirements applicable to the leave.Example:When Mandy goes to her Monday physical therapy appointment for her serious health condition, she finds out that the appointment she had previously scheduled for Thursday has been changed to Friday. Upon her return to work after the Monday appointment, Mandy informs her employer that she will no longer need leave on Thursday for physical therapy, but will need leave on Friday instead. Mandy has provided notice of her need for foreseeable leave as soon as practicable.Q. What information must an employee give when providing notice of the need for FMLA leave?A. When an employee seeks leave for the first time for a FMLA-qualifying reason, the employee does not need to specifically assert his or her rights under FMLA, or even mention FMLA. The employee must, however, provide “sufficient information” to make the employer aware of the need for FMLA leave and the anticipated timing and duration of the leave.The regulations provide additional guidance for employees regarding what is “sufficient information.” Depending on the situation, such information may include that a condition renders the employee unable to perform the functions of the job; that the employee is pregnant or has been hospitalized overnight; whether the employee or the employee’s family member is under the continuing care of a health care provider; if the leave is due to a qualifying exigency, that a covered military member is on active duty and that the requested leave is for a qualifying exigency; if the leave is to care for a family member, that the condition renders the family member unable to perform daily activities, or that the family member is a covered servicemember with a serious injury or illness; and the anticipated duration of the absence if known.Additionally, the regulations require an employee seeking leave due to a FMLA- qualifying reason for which the employer has previously provided FMLA-protected leave either to reference specifically the qualifying reason for leave or the need for FMLA leave. In all cases, an employer should inquire further if it is necessary to have more information about whether FMLA leave is being sought by an employee.Q. Is an employee required to follow an employer’s normal call-in procedures when taking FMLA leave?A. Yes. Under the regulations, an employee must comply with an employer’s call-in procedures unless unusual circumstances prevent the employee from doing so (in which case the employee must provide notice as soon as he or she can practicably do so). The regulations make clear that, if the employee fails to provide timely notice, he or she may have the FMLA leave request delayed or denied and may be subject to whatever discipline the employer’s rules provide.Example:Sam has a medical certification on file with his employer for his chronic serious health condition, migraine headaches. He is unable to report to work at the start of his shift due to a migraine and needs to take unforeseeable FMLA leave. He follows his employer’s absence call-in procedure to timely notify his employer about his need for leave. Sam has provided his employer with appropriate notice.Certification of Need for FMLA LeaveQ. Do I have to give my employer my medical records for leave due to a serious health condition?A. No. An employee is not required to give the employer his or her medical records. The employer, however, does have a statutory right to request that an employee provide medical certification containing sufficient medical facts to establish that a serious health condition exists.Q. What if I do not want my employer to know about my medical condition?A. If an employer requests it, an employee is required to provide a complete and sufficient medical certification in order to take FMLA-protected leave due to a serious health condition.Q. How soon after I request leave does my employer have to request a medical certification of a serious health condition?A. Under the regulations, an employer should request medical certification, in most cases, at the time an employee gives notice of the need for leave or within five business days. If the leave is unforeseen, the employer should request medical certification within five days after the leave begins.A. An employer may request certification at a later date if it has reason to question the appropriateness or duration of the leave.Q. What happens if my employer says my medical certification is incomplete?A. An employer must advise the employee if it finds the certification is incomplete and allow the employee a reasonable opportunity to cure the deficiency. The regulations require that the employer state in writing what additional information is necessary to make the certification complete and sufficient. The regulations also require that the employer allow the employee at least seven calendar days to cure the deficiency, unless seven days is not practicable under the particular circumstances despite the employee’s diligent good faith efforts.Q. May my employer contact my health care provider about my serious health condition?A. The regulations clarify that contact between an employer and an employee’s health care provider must comply with the Health Insurance Portability and Accountability Act (HIPAA) privacy regulations. Under the regulations, employers may contact an employee’s health care provider for authentication or clarification of the medical certification by using a health care provider, a human resource professional, a leave administrator, or a management official. In order to address employee privacy concerns, the rule makes clear that in no case may the employee’s direct supervisor contact the employee’s health care provider. In order for an employee’s HIPAA-covered health care provider to provide an employer with individually-identifiable health information, the employee will need to provide the health care provider with a written authorization allowing the health care provider to disclose such information to the employer. Employers may not ask the health care provider for additional information beyond that contained on the medical certification form.Q. Must I sign a medical release as part of a medical certification?A. No. An employer may not require an employee to sign a release or waiver as part of the medical certification process. The regulations specifically state that completing any such authorization is at the employee’s discretion. Whenever an employer requests a medical certification, however, it is the employee’s responsibility to provide the employer with a complete and sufficient certification. If an employee does not provide either a complete and sufficient certification or an authorization allowing the health care provider to provide a complete and sufficient certification to the employer, the employee's request for FMLA leave may be denied.Q. How often may my employer ask for medical certifications for an on-going serious health condition?A. The regulations allow recertification no more often than every 30 days in connection with an absence by the employee unless the condition will last for more than 30 days. For conditions that are certified as having a minimum duration of more than 30 days, the employer must wait to request a recertification until the specified period has passed, except that in all cases the employer may request recertification every six months in connection with an absence by the employee. The regulations also allow an employer to request recertification in less than 30 days if the employee requests an extension of leave, the circumstances described in the previous certification have changed significantly, or if the employer receives information that casts doubt upon the employee’s stated reason for the absence or the continuing validity of the certification.Additionally, the regulations codify a 2005 Wage and Hour opinion letter that stated that employers may request a new medical certification each leave year for medical conditions that last longer than one year. Such new medical certifications are subject to second and third opinions.Examples:Janie takes six weeks of FMLA leave for a cancer operation and treatment and gives her employer a medical certification that states that she will be absent for six weeks. Because her certification covers a six-week absence, her employer cannot ask for a recertification during that time. At the end of the six-week period, Janie asks to take two more weeks of FMLA leave; her employer may properly ask Janie for a recertification for the additional two weeks.Joe takes eight weeks of FMLA leave for a back operation and intensive therapy, and gives his employer a medical certification that states that he will be absent for eight weeks. At the end of the eight-week period, Joe tells his employer that he will need to take three days of FMLA leave per month for an indefinite period for additional therapy; his employer may properly request a recertification at that time. Six months later, and in connection with an absence for therapy, the employer may properly ask Joe for another recertification for his need for FMLA leave.Q. Can employers require employees to submit a fitness-for-duty certification before returning to work after being absent due to a serious health condition?A. Yes. As a condition of restoring an employee who was absent on FMLA leave due to the employee’s own serious health condition, an employer may have a uniformly applied policy or practice that requires all similarly situated employees who take leave for such conditions to submit a certification from the employee’s own health care provider that the employee is able to resume work. Under the regulations, an employer may require that the fitness-for-duty certification address the employee's ability to perform the essential functions of the position if the employer has appropriately notified the employee that this information will be required and has provided a list of essential functions. Additionally, an employer may require a fitness-for-duty certification up to once every 30 days for an employee taking intermittent or reduced schedule FMLA leave if reasonable safety concerns exist regarding the employee's ability to perform his or her duties based on the condition for which leave was taken.Q. What happens if I do not submit a requested medical or fitness-for-duty certification?A. If an employee fails to timely submit a properly requested medical certification (absent sufficient explanation of the delay), FMLA protection for the leave may be delayed or denied. If the employee never provides a medical certification, then the leave is not FMLA leave.If an employee fails to submit a properly requested fitness-for-duty certification, the employer may delay job restoration until the employee provides the certification. If the employee never provides the certification, he or she may be denied reinstatement.Miscellaneous QuestionsQ. Can my FMLA leave be counted against me for my bonus?A. Under the regulations, an employer may deny a bonus that is based upon achieving a goal, such as hours worked, products sold or perfect attendance, to an employee who takes FMLA leave (and thus does not achieve the goal) as long as it treats employees taking FMLA leave the same as employees taking non-FMLA leave. For example, if an employer does not deny a perfect attendance bonus to employees using vacation leave, the employer may not deny the bonus to an employee who used vacation leave for a FMLA-qualifying reason.Example:Sasha uses ten days of FMLA leave during the quarter for surgery. Sasha substitutes paid vacation leave for her entire FMLA absence. Under Sasha’s employer’s quarterly attendance bonus policy, employees who use vacation leave are not disqualified from the bonus but employees who take unpaid leave are disqualified. Sasha’s employer must treat her the same way it would treat an employee using vacation leave for a non-FMLA reason and give Sasha the attendance bonus.Q. My medical condition limits me to a 40 hour workweek but my employer has assigned me to work eight hours of overtime in a week. Can I take FMLA leave for the overtime?A. Yes. Employees with proper medical certifications may use FMLA leave in lieu of working required overtime hours. The regulations clarify that the hours that an employee would have been required to work but for the taking of FMLA leave can be counted against the employee’s FMLA entitlement. Employers must select employees for required overtime in a manner that does not discriminate against workers who need to use FMLA leave.Q. Can I use my paid leave as FMLA leave?A. Under the regulations, an employee may choose to substitute accrued paid leave for unpaid FMLA leave if the employee complies with the terms and conditions of the employer’s applicable paid leave policy. The regulations also clarify that substituting paid leave for unpaid FMLA leave means that the two types of leave run concurrently, with the employee receiving pay pursuant to the paid leave policy and receiving protection for the leave under the FMLA. If the employee does not choose to substitute applicable accrued paid leave, the employer may require the employee to do so.Example:Neila needs to take two hours of FMLA leave for a treatment appointment for her serious health condition. Neila would like to substitute paid sick leave for her absence, but her employer’s sick policy only permits employees to take sick leave in full days. Neila may either choose to comply with her employer’s sick leave policy by taking a full day of sick leave for her doctor’s appointment (in which case she will use a full day of FMLA leave), or she may ask her employer to waive the requirement that sick leave be used in full day increments and permit her to use two hours of sick leave for her FMLA absence. Neila can also take unpaid FMLA leave for the two hours.Q. Can I take FMLA leave for reasons related to domestic violence issues?A. FMLA leave may be available to address certain health-related issues resulting from domestic violence. An eligible employee may take FMLA leave because of his or her own serious health condition or to care for a qualifying family member with a serious health condition that resulted from domestic violence. For example, an eligible employee may be able to take FMLA leave if he or she is hospitalized overnight or is receiving certain treatment for post-traumatic stress disorder that resulted from domestic violence.If you want more information contact DOL.GOV

What You Need To Know About Taking Family Medical LeaveEligible employees whose employers are covered by the Family and Medical Leave Act have certain rights when they need to take time off from work to care for ill family members or for themselves. The rights that workers have under the FMLA are limited and the time is not paid, however. Some states, including New Jersey, have their own leave acts. Some of those state laws are very similar to the federal FMLA while others provide additional benefits. It is important for you to understand the legal protections and benefits that apply in your case before requesting to take family or medical leave time off from work. An employment law attorney at Swartz Swidler may be able to provide you with some guidance.Federal law: the FMLAPassed by Congress in 1993, the FMLA mandates that employers with 50 or more employees working within a 75-mile radius allow their eligible employees to take up to 12 weeks off from work in a 12-month period. The leave may be taken for family medical leave to care for a family member who is seriously ill, to recuperate after suffering from a serious illness, to handle issues that may arise when a person is deployed or to provide care for a new child. If a family member is seriously injured while he or she is on active duty, the FMLA allows the employee to take up to 26 weeks off in order to care for him or her. The leave that is allowed under the FMLA is unpaid.In order to qualify for FMLA leave, the employee must work for an employer with 50 or more employees working within a 75-mile radius. The worker must have worked for the employer for at least one year and have worked a minimum of 1,250 hours during that year.The leave can only be taken for the following reasons:Birth, foster care or adoption of a new childSuffering from a serious health conditionTo care for a close family member who is suffering from a serious health conditionUrgent matters caused by a family member’s going on active dutyTo care for a family member’s service-related illness or injuryLeave to care for an injured military service member may include up to 26 weeks of leave, but it may only be taken one time.Employers who are covered by the FMLA owe certain duties to workers who take approved leave. The workers must be reinstated to their former jobs when they return from leave. The employers are required to continue any health insurance benefits while the employee is on leave and allow the employees to use paid time off during their unpaid FMLA leave in some cases.Job reinstatementPeople who take unpaid FMLA leave must be reinstated when they return from leave. They must either be given their same positions or equivalent ones that are equal in pay, working conditions and benefits. There are some caveats, however.If a person’s job is legitimately eliminated while he or she is on leave, he or she will not have a reinstatement right. The elimination of the position must not be related to the person’s taking leave. Employers are also allowed to refuse the reinstatement of certain key employees. These include people who are among the top 10 percent of wage earners at the company within a 75-mile radius and when reinstatement of them would cause severe economic injury to the company. In order to refuse reinstatement, the employer must first warn the high-paid employee that he or she may not be allowed to return.Continued health insuranceEmployees who work for employers that provide group health plans are entitled to continue with their coverage while they are on FMLA leave. If they voluntarily decide not to come back to work at the end of their leave, the FMLA rules allow the employers to obtain reimbursement for the health care premiums that were paid on the employees’ behalf.Using paid time offPeople may be able to use the paid leave that they have built up during their family medical leave in some cases. People are able to do so if the reasons for taking the leave are covered by their employers’ leave policy or by state law.Employers may also mandate that employees use up their accrued vacation time during their FMLA leave along with their accrued sick time if the employer’s sick leave policy covers the reasons for the leave.People are required to follow their company’s normal procedures and rules for taking paid leave, including notice. If a person must take emergency FMLA leave, the person will not have to begin using up their vacation time until after the notice period passes.Scheduling and notice requirementsIf a person’s need for the leave is foreseeable, the FMLA rules require the employee to give his or her employer 30 days notice. If it is not foreseeable, a person must give as much notice as is possible under his or her circumstances.Employees are able to take intermittent FMLA leave as well. For example, people may use it to go to regular dialysis appointments or physical therapy sessions.The New Jersey Family Leave ActWhile Pennsylvania does not have its own family leave law, New Jersey does. In New Jersey, the state law is known as the New Jersey Family Leave Act. It tracks the federal FMLA fairly closely, but it does have a few differences. Under the state’s law, workers may not take the leave to recuperate from their own serious health conditions. New Jersey’s law is instead in place to allow workers to take unpaid time off from work to care for seriously ill family members. While the federal FMLA allows people to take up to 12 weeks per 12 months, the state’s law only allows eligible employees to take up to 12 weeks per 24 months.New Jersey does have a type of short-term disability insurance that is offered by the state for wage replacement when people are off on an unpaid medical or family leave from their jobs.Employer policies and benefitsA number of employers choose to offer family and medical leave benefits to their workers that exceed those that are provided under federal and state law. Examples include smaller employers that choose to offer unpaid leave when they would not be required to do so. People may want to check with their employer about what types of family and medical leave benefits that might be available to them.It is important for employees to do their homework in order to make certain that they understand how taking leave works and how it needs to be approached.