FMLA and COVID-19
An employee who works for a covered employer and is sick, or is caring for a family member who is sick, with COVID-19 may be entitled to leave under the FMLA under certain circumstances. An FMLA-eligible employee can take up to 12 weeks of unpaid, job-protected leave in a designated 12-month leave year for specified family and medical reasons, including a serious health condition as defined by the FMLA.
The most common serious health conditions that qualify for FMLA leave include:
- conditions requiring an overnight stay in a hospital or other medical care facility;
- conditions that incapacitate the employee or the employee’s family member (for example, unable to work or attend school) for more than three consecutive days and that include ongoing medical treatment (either multiple appointments with a health care provider, or a single appointment and follow-up care, such as prescription medication); and,
- chronic conditions that cause occasional periods when the employee or the employee’s family member is incapacitated, and which require treatment by a health care provider at least twice a year.
See the the Department of Labor COVID-19 and the Family and Medical Leave Act Questions and Answers for more information.
See the Workplace Fairness website for more information on the FMLA.
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Practice Areas
The Law Office of Richard Vaznaugh assists plaintiffs in the following areas of employment law: Stock Option Disputes, Age Discrimination, Pensions and Benefits, Trade Secrets, Severance Packages, Physical and Drug Tests, Gender and Sex Discrimination, Libel and Slander, Defamation, Employment Contracts, Employment Discrimination, Sexual Harassment, Family and Medical Leave, Race or Nationality Discrimination, Covenants Not to Compete, Wrongful Termination, Workplace Disputes, Disability Discrimination, Reasonable Accommodation, Pregnancy Discrimination, Pregnancy Leave, Sick Leave, Gay and Lesbian Rights, Wages and Overtime Pay.
Vaznaugh Weekly Weekly
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How Interns Are Protected In the Workplace
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