Who is considered an immediate “family member” for purposes of taking FMLA leave?
An employee’s spouse, children (son or daughter), and parents are immediate family members for purposes of FMLA. The term “parent” does not include a parent “in-law”. The terms son or daughter do not include individuals age 18 or over unless they are “incapable of self-care” because of mental or physical disability that limits one or more of the “major life activities” as those terms are defined in regulations issued by the Equal Employment Opportunity Commission (EEOC) under the Americans With Disabilities Act (ADA).
An employee s spouse, children (son or daughter), and parents are immediate family members for purposes of FMLA. The term “parent” does not include a parent “in-law”. The terms son or daughter do not include individuals age 18 or over unless they are “incapable of self-care” because of mental or physical disability that limits one or more of the “major life activities” as those terms are defined in regulations issued by the Equal Employment Opportunity Commission (EEOC) under the Americans With Disabilities Act (ADA).
Response: An employees spouse, children (son or daughter), and parents are immediate family members for purposes of FMLA. The term “parent” does not include a parent “in-law”. The terms son or daughter do not include individuals age 18 or over unless they are “incapable of self-care” because of mental or physical disability that limits one or more of the “major life activities” as those terms are defined in regulations issued by the Equal Employment Opportunity Commission (EEOC) under the Americans With Disabilities Act (ADA).
Immediate family members are the employee’s spouse, children, and parents. This does not include parents-in-law or children over the age of 18 unless they are “incapable of self-care” because of mental or physical disabilities. When taking time off to care for an injured or ill member of the Armed Forces, an employee may also be the “next of kin” to the person in need of care (Public Law [110-181]). • What serious health problems qualify under FMLA? A serious health problem includes illnesses, injuries, impairments, or physical or mental conditions that include one of the following: pregnancy or parental care, inpatient care, chronic conditions requiring treatments, permanent long-term conditions requiring treatment, and multiple treatments of non-chronic conditions. • Do I have to provide my employer with my medical records for leave due to a serious health condition? No. You are not required to provide medical records. However, the employer may request that you provide a medical cert
An employee’s spouse, children (son or daughter), and parents are immediate family members for purposes of FMLA. The term “parent” does not include a parent “in-law”. The terms son or daughter do not include individuals age 18 or over unless they are “incapable of self-care” because of mental or physical disability that limits one or more of the “major life activities” as those terms are defined in regulations issued by the Equal Employment Opportunity Commission (EEOC) under the Americans With Disabilities Act (ADA). • May I take FMLA leave for visits to a physical therapist, if my doctor prescribes the therapy? Yes. FMLA permits you to take leave to receive “continuing treatment by a health care provider,” which can include recurring absences for therapy treatments such as those ordered by a doctor for physical therapy after a hospital stay or for treatment of severe arthritis. • Do the 1,250 hours include paid leave time or other absences from work? No. The 1,250 hours include only
