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Yes an employer can terminate an employee if the employee is abusing medical leave. However, if the employee is using FMLA, then they are likely protected.
An employee on FMLA leave is EMPLOYED and on the payroll. The leave may ne paid or unpaid, as the employee wishes, and paychecks come as often as other payroll employees.
An employer is required by federal law to provide FMLA benefits - 12 weeks of unpaid leave per year - to employees. If you have terminated your employment by retiring, you are no longer an employee, and you would continue your health insurance through COBRA.
This would depend. Under the Family Medical Leave Act, , an eligible employee who availed of leaves under the FMLA, has the right to return to the same or equivalent position, pay, and benefits upon the conclusion of their leave. This means that the employer is mandated to restore his employee to his job after his leave. However, if the employee took a leave of absence not allowed under the FMLA or other state laws, or is not eligible for such job-protected leave, the management has no legal obligation to take him back.
It is not prohibited by any law. When an employee is the next one by seniority or tenure to be separated, out he/she goes. Folks on vacation, sick leave, even FMLA can be laid-off.
FMLA is a federal law to provide for employees who are expecting children or have newborn children. There are specific criteria required for an employee to be protected by FLMA, including length of employment. If the employee does not fit within the criteria, an employer may disapprove FMLA.
A qualified employee must request FMLA leave BEFORE it is needed, or as soon as the leave has begun if an emergency. The employee must submit the required medical certification within 15 days of demand.
Do not understand what the phrase "backup" is referring to. However - FMLA guarantees that you will be able to collect the pay you may have coming to you (via accrued vacation/comp time/sick leave), and guarantees your position, for the length of the FMLA absence.
In general, if the insurance was in force at the time of the pregnancy, the coverage will apply according to its terms. If the employee qualifies for the Family Medical Leave Act (FMLA) benefits, and decides not to return to work, the employee and the employee are generally allowed to agree to terms by which the employee can reimburse the employee for the cost of insurance that remains in force during the FMLA coverage period.
To qualify for FMLA leave, you must be INCAPACITATED, not just feeling puny. You must be incapacitated from attending school, going to work, or caring for yourself. If I, the employer, find that you are capable of working for someone, I withdraw your FMLA grant.
There is no "committee." The FMLA (Family Medical Leave Act) is a public law.
An FMLA leave has to be longer than 3 calendar days.