When Does Employer-Provided Leave Count Against the FMLA 12-Week Entitlement?
Ragsdale, et al. v. Wolverine Worldwide Inc. Docket No. 00-6029 From: The Eighth Circuit Case at a Glance Under the Family and Medical Leave Act of 1993 (FMLA), an eligible employee with a health condition that prevents her from performing her job functions is entitled to 12 weeks leave during any 12-month period. Department of Labor (DOL) regulations further state that employer-provided leave does not begin to count against this 12-week entitlement unless and until the employer notifies the employee that it is designating the leave as FMLA leave. The Supreme Court will now decide whether these DOL regulations are valid. • Previewed by Theresa L. Schulz, an employment lawyer in Lake Elmo, Minn.
Related Questions
- If an employer fails to tell an employee that leave has been designated as FMLA leave, can the employer count the leave against the employees FMLA leave entitlement?
- Under what circumstances is leave designated as FMLA leave and counted against the employee s total entitlement?
- When Does Employer-Provided Leave Count Against the FMLA 12-Week Entitlement?
