Are you eligible for FMLA to care for a brother in-law?

Does FMLA include step children?

Yes, the Family and Medical Leave Act (FMLA) does include stepchildren. Employees are eligible for FMLA leave to care for a stepchild in the same way they would for a biological child. This inclusion allows employees to take time off for reasons related to the stepchild's health or care needs.

Do unmarried fathers qualify for FMLA for the birth and care of their child?

For the child, yes. For care of the mother, no.The FMLA distinguishes between fathers and husbands based on the type of FMLA-leave sought:Fathers are entitled to FMLA leave for the birth of their child and for paternity leave to be with the healthy newborn child (i.e., bonding time) during the 12-month period beginning on the date of birth.However, only husbands are eligible to take leave to care for his incapacitated pregnant spouse, to care for her during her prenatal care, or to care for her following the birth of a child if she has a serious health condition.The FMLA only grants unmarried fathers paternity leave rights. It gives no benefit to the unmarried for any leave to care for the baby's mother, either prenatally or postnatally.The FMLA distinguishes between fathers and husbands based on the type of FMLA-leave sought:Fathers are entitled to FMLA leave for the birth of their child and for paternity leave to be with the healthy newborn child (i.e., bonding time) during the 12-month period beginning on the date of birth.However, only husbands are eligible to take leave to care for his incapacitated pregnant spouse, to care for her during her prenatal care, or to care for her following the birth of a child if she has a serious health condition.The FMLA only grants unmarried fathers paternity leave rights. It gives no benefit to the unmarried for any leave to care for the baby's mother, either prenatally or postnatally. - See more at: http://www.ohioemployerlawblog.com/2010/01/do-you-know-fmla-leave-for-unmarried.html#sthash.HLbm9nie.dpufThe FMLA distinguishes between fathers and husbands based on the type of FMLA-leave sought:Fathers are entitled to FMLA leave for the birth of their child and for paternity leave to be with the healthy newborn child (i.e., bonding time) during the 12-month period beginning on the date of birth.However, only husbands are eligible to take leave to care for his incapacitated pregnant spouse, to care for her during her prenatal care, or to care for her following the birth of a child if she has a serious health condition.The FMLA only grants unmarried fathers paternity leave rights. It gives no benefit to the unmarried for any leave to care for the baby's mother, either prenatally or postnatally. - See more at: http://www.ohioemployerlawblog.com/2010/01/do-you-know-fmla-leave-for-unmarried.html#sthash.HLbm9nie.dpufThe FMLA distinguishes between fathers and husbands based on the type of FMLA-leave sought:Fathers are entitled to FMLA leave for the birth of their child and for paternity leave to be with the healthy newborn child (i.e., bonding time) during the 12-month period beginning on the date of birth.However, only husbands are eligible to take leave to care for his incapacitated pregnant spouse, to care for her during her prenatal care, or to care for her following the birth of a child if she has a serious health condition.The FMLA only grants unmarried fathers paternity leave rights. It gives no benefit to the unmarried for any leave to care for the baby's mother, either prenatally or postnatally. - See more at: http://www.ohioemployerlawblog.com/2010/01/do-you-know-fmla-leave-for-unmarried.html#sthash.HLbm9nie.dpufThe FMLA distinguishes between fathers and husbands based on the type of FMLA-leave sought:Fathers are entitled to FMLA leave for the birth of their child and for paternity leave to be with the healthy newborn child (i.e., bonding time) during the 12-month period beginning on the date of birth.However, only husbands are eligible to take leave to care for his incapacitated pregnant spouse, to care for her during her prenatal care, or to care for her following the birth of a child if she has a serious health condition.The FMLA only grants unmarried fathers paternity leave rights. It gives no benefit to the unmarried for any leave to care for the baby's mother, either prenatally or postnatally. - See more at: http://www.ohioemployerlawblog.com/2010/01/do-you-know-fmla-leave-for-unmarried.html#sthash.HLbm9nie.dpufThe FMLA distinguishes between fathers and husbands based on the type of FMLA-leave sought:Fathers are entitled to FMLA leave for the birth of their child and for paternity leave to be with the healthy newborn child (i.e., bonding time) during the 12-month period beginning on the date of birth.However, only husbands are eligible to take leave to care for his incapacitated pregnant spouse, to care for her during her prenatal care, or to care for her following the birth of a child if she has a serious health condition.The FMLA only grants unmarried fathers paternity leave rights. It gives no benefit to the unmarried for any leave to care for the baby's mother, either prenatally or postnatally. - See more at: http://www.ohioemployerlawblog.com/2010/01/do-you-know-fmla-leave-for-unmarried.html#sthash.HLbm9nie.dpufThe FMLA distinguishes between fathers and husbands based on the type of FMLA-leave sought:Fathers are entitled to FMLA leave for the birth of their child and for paternity leave to be with the healthy newborn child (i.e., bonding time) during the 12-month period beginning on the date of birth.However, only husbands are eligible to take leave to care for his incapacitated pregnant spouse, to care for her during her prenatal care, or to care for her following the birth of a child if she has a serious health condition.The FMLA only grants unmarried fathers paternity leave rights. It gives no benefit to the unmarried for any leave to care for the baby's mother, either prenatally or postnatally. - See more at: http://www.ohioemployerlawblog.com/2010/01/do-you-know-fmla-leave-for-unmarried.html#sthash.HLbm9nie.dpuf

Can a daughter get fmla for her father?

Yes, a daughter can take leave under the Family and Medical Leave Act (FMLA) to care for her father if he has a serious health condition. The FMLA allows eligible employees to take up to 12 weeks of unpaid leave to care for a family member, including a parent. The daughter must meet the eligibility requirements for FMLA, which include working for a covered employer and having worked a minimum number of hours in the past year.

Does FMLA cover a sick father?

Yes, the Family and Medical Leave Act (FMLA) can cover a sick father, but the specifics depend on the situation. If the father has a serious health condition that qualifies under FMLA, an eligible employee can take leave to care for him. Additionally, the employee must meet FMLA eligibility requirements, including having worked for the employer for at least 12 months and having at least 1,250 hours of service in the past year.

Is irritable bowel syndrome covered under the fmla law?

Yes, irritable bowel syndrome (IBS) can be covered under the Family and Medical Leave Act (FMLA) if it qualifies as a serious health condition that requires leave for medical treatment or incapacity. Employees may be eligible for FMLA leave to address their IBS symptoms and seek medical care without risking their job security.

Can someone that had shingles care for a child with chickenpox?

In the US, you may be eligible for unpaid Family and Medical Leave Act time off to care for a child with chickenpox. Ask your human resources department if FMLA applies to your employer.

Who takes care of the child while mom is away?

either the dad, grandparent, trusted cousin or inlaw, or a close friend, depending on your situation

If you adopt a child and you are retired do you get a check from the government to help take care of them?

A friend of mine adopted her ex daughter inlaw's child? Her husband then retired. They get acheck from social security to help take care of her is that legal?

Can employer fire you if doctor tells you to go out of work?

TO MY UNDERSTANDING THE ANSWERS IS NO, THERE SHOULD BE A POSTER POSTED IN YOUR WORK SITE WHERE ALL EMPLOYEES CAN VIEW IT, THE POSTER BRIEFLY EXPLAINS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 (FMLA), THIS POSTER SHOULD BE POSTED IN THE VIEW OF ALL EMPLOYEES BY LAW. FAMILY AND MEDICAL LEAVE ACT OF 1993: The U.S. Department of Labor's Employ-ment Standards Administration, Wage and Hour Division, administers and enforces FMLA for all private, state and local government employees, and some federal employees. FMLA entitles eligible employees to take up to 12 weeks of unpaid, job- protected leave each year for specified family and medical reasons. An eligible employee's right to FMLA leave begins on August 5, 1993; any leave taken before that date does not count as FMLA leave. The law contains provisions on employer coverage; employee eligibility for the law's benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and, protections for employees who request or take FMLA leave. The law also requires employers to keep certain records. FMLA applies to all:public agencies, including state, local and federal employers, local education agencies (schools) andprivate-sector employers who employed 50 or more employees in 20 or more workweeks in the current or preceding calendar year and who are engaged in commerce or in any industry or activity affecting commerce Ã¾ including joint employers and successors of covered employers.To be eligible for FMLA benefits, an employee must:work for a covered employer;have worked for the employer for a total of at least 12 months;have worked at least 1,250 hours over the previous 12 months; andwork at a location where at least 50 employees are employed by the employer within 75 miles.Most federal and certain congressional employees are also covered by the law and are subject to the jurisdiction of the U.S. Office of Personnel Management and the Congress. A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons:for the birth or placement of a child for adoption or foster care;to care for an immediate family member (spouse, child, or parent) with a serious health condition; orto take medical leave when the employee is unable to work because of a serious health condition.Spouses employed by the same employer are jointly entitled to a combined total of 12 workweeks of family leave for the birth or placement of a child for adoption or foster care, and to care for a parent (but not a parent-in-law) who has a serious health condition. Leave for birth or placement for adoption or foster care must conclude within 12 months of the birth or placement. Under some circumstances, employees may take FMLA leave intermittently Ã¾ which means taking leave in blocks of time, or by reducing their normal weekly or daily work schedule. If FMLA leave is for birth or placement for adoption or foster care, use of intermittent leave is subject to the employer's approval.FMLA leave may be taken intermittently whenever medically necessary to care for a seriously ill family member, or because the employee is seriously ill and unable to work.Also, subject to certain conditions, employees or employers may choose to use accrued paid leave (such as sick or vacation leave) to cover some or all of the FMLA leave. The employer is responsible for designating if an employee's use of paid leave counts as FMLA leave, based on information from the employee. In no case can use of paid leave be credited as FMLA leave after the leave has ended.

Are you eligible for short term disability in Illinois during fmla leave?

It depends on why you are taking leave, and if you have short term disability coverage in force. Illinois does not have state mandated disability coverage so you would need to have a policy already in place. Short term disability will cover your disability, but will not pay benefits if you are taking leave to care for a family member.

Is a parent of a child with Down syndrome entitled to FMLA in New York State?

FMLA is a federal, not a state law, so it does apply in NY State. FMLA allows up to 12 weeks of unpaid leave per 12 months for parents needing to be abesnt from work because they need to care for a child that is seriously ill. FMLA does not list specific ailments or diseases. Check out the regulation for yourself at: U. S. Department of Labor, 2009. Fact sheet #28: The family and medical leave act of 1993. Retrieved from http://www.dol.gov/odep/archives/rwa00/appendixa.htm

Can you use the Family Medical Leave Act to care for your mother-in-law or sister-in-law?

No. They are not covered under the FMLA. But your actual parents would be, but never a sibling or a sibling-in-law.