Family Care and Medical Leave is for an employees own “serious health condition.” Does that mean that an employee who suffers a work-related injury is also covered under FCML?
If your company has 50 or more employees within a 75-mile radius, it must comply with both state and federal Family Care and Medical Leave (FCML) laws. Employees who have been employed for at least one year and who have worked at least 1250 hours in the past year are eligible to take up to 12 weeks off each year (unpaid) for the following reasons: 1. To care for their own “serious health condition,” 2. To care for the “serious health condition” of his/her spouse, child or parent, 3. For the birth of a child (for the mother or father), or 4. To place or adopt a child. During a FCML, the employee has guaranteed return rights to essentially the same job, has medical premiums paid as was done before the leave for up to 12 weeks, and becomes protected under these laws which prohibit any retaliation for requesting or taking a FCML leave. Refusing to offer, or the denial of an employees request for a FCML leave is one of the few areas in employment where the individual supervisor may be perso
Related Questions
- Family Care and Medical Leave is for an employees own "serious health condition." Does that mean that an employee who suffers a work-related injury is also covered under FCML?
- If an employee is approved for leave transfer and is receiving benefits under the Family Medical Leave Act, how are those benefits affected?
- Must the employee be in a permanent position with the State of Delaware to take family and medical leave (FMLA)?
