Know Your Rights.
YOUR RIGHTS UNDER THE FEDERAL FAMILY/MEDICAL LEAVE ACT OF 1993 AND THE CALIFORNIA FAMILY RIGHTS ACT OF 1993
Federal and State Family/Medical Leave Acts ("FMLA") require covered employers to provide up to a total of 12 work weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they have worked for a covered employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles.
All FMLA forms must be printed out, filled in and turned into a Union Committee Officer. For the California Family Rights Act (CFRA) form, click here.
REASON FOR TAKING LEAVE: Unpaid leave must be granted for the following reasons:
- To care for the employee's child after birth, or placement for adoption or foster care;
- To care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
- For a serious health condition that makes the employee unable to perform the employee's job.
At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave.
ADVANCE NOTICE AND MEDICAL CERTIFICATION: The employee may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met.
- The employee ordinarily must provide 30 days advance notice when the leave is "foreseeable."
- An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work.
JOB BENEFITS AND PROTECTION:
- For the duration of FMLA leave, the employer must maintain the employee's health coverage under any "group health plan."
- Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
- The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.
UNLAWFUL ACTS BY EMPLOYERS: FMLA makes it unlawful for any employer to:
- Interfere with, restrain, or deny the exercise of any right provided under FMLA;
- Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.
- The U.S. Department of Labor is authorized to investigate and resolve complaints of violations.
- An eligible employee may bring a civil action against an employer for violations.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.
FOR ADDITIONAL INFORMATION: Contact the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, Department of Labor.
SICK CALLS AND MEDICAL CONDITIONS
If an employee or immediate family member has a serious illness or injury and you have no sick pay, you can avoid getting points. Under provisions of the Family Medical Leave Act, the company can not penalize you when you call in sick. To be eligible a employee must have been employed for 12 months, and worked at least 1,250 hours. All CFRA (or FMLA) forms must be printed out (please click here for the form), filled in and turned into a Union Committee Officer or go on line to www.dol.gov/whd/fmla/index.htm When you go to this site look under forms and choose the one that is right for you. If you have any questions go to this site and find out everything you need to know about the FMLA act.