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FACT SHEET: FINAL RULE TO AMEND THE DEFINITION OF SPOUSE IN THE FAMILY . . . The Final Rule amends the regulatory definition of spouse under the FMLA so that eligible employees in legal same-sex marriages will be able to take FMLA leave to care for their spouse or family member, regardless of where they live
FMLA Frequently Asked Questions | U. S. Department of Labor (Q) Can I use my paid leave as FMLA leave? 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
Family and Medical Leave (FMLA) - U. S. Department of Labor FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women
Family and Medical Leave Act - U. S. Department of Labor The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave
Family and Medical Leave | U. S. Department of Labor Under the Family and Medical Leave Act (FMLA), eligible employees of covered employers have the right to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave
FMLA: Forms - U. S. Department of Labor Employers can use the following forms to provide the notices required under the FMLA General Notice, the FMLA poster – satisfies the requirement that every covered employer display or post an informative general notice about the FMLA
Fact Sheet #28B: FMLA leave for birth, placement, bonding, or to care . . . The FMLA provides eligible employees of covered employers with job-protected leave for qualifying family and medical reasons and requires continuation of their group health benefits under the same conditions as if they had not taken leave