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In 1993, the Office of Personnel Management (OPM) issued regulations implementing Title II of the Family and Medical Leave Act (FMLA). ...
The FMLA allows “eligible” employees to take off up to 12 work weeks in any given 12 month period, provided that it is for the birth or adoption of a child, to care for a family member, or if the employees themselves suffer from a serious health condition. ... For instance, only one of both spouses working for the same company can take advantage of this leave, for the reasons given above. Also, employees must provide certification from a doctor—or medical practitioner—attesting to the person’s need for the leave in question. However, in general terms, the Act was designed to protect the employee and afford them reasonable time to take care of serious family considerations, without fear for the safety of their jobs. ...
Given that an eligible employee must work at least 1,250 hours during a 12-month period prior to the start of the leave, and these 12 months do not need to be consecutive, the burden is on the employer to show records that the employee has not worked the required 1,250 hours, if the employer wishes to deny FMLA.
Approximate Word count = 949
Approximate Pages = 3.8
(250 words per page double spaced)
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