President Clinton signed the Family and Medical Leave Act in 1993. The FMLA provides longer service employees of larger employers the right to take up to 12 weeks from work without losing their job. The FMLA is available to employees who need to care for their own or a family member's serious health condition. Beginning in 2008, a spouse, son, daughter, or parent of an employee who is a member of the military service can take up to 26 weeks of military caregiver or exigency leave.  The FMLA does not create a right to compensation. Therefore, FMLA leave is unpaid, unless the employee uses available vacation or sick time.

My Employment Lawyer provides  answers to frequently asked questions about the Family and Medical Leave Act to help you evaluate your options if you need time to take off from work.  These answers are not a substitute for legal advise.  To protect your rights fully, you must consult legal counsel in your state about the Family and Medical Leave Act.

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Tomorrow's NPRM on FMLA

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When Am I Entitled To Take Leave Under The FMLA?

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Personal Liability for FMLA Violations

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Expanded FMLA Coverage for Servicemembers

Court: Drinking Binge Is Not FMLA

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FMLA Protection for Part-timers?

How to handle the malingering FMLA abuser

Court: Drinking Binge Is Not FMLA

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How to handle the malingering FMLA abuser

What is an employee’s word for the need for FMLA leave worth? Not much

FMLA Amendments in Defense Authorization Bill

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Do you know? FMLA medical certifications: if you don't ask, then you can't deny

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DOL to Host Free Webinar on the FMLA

No Self-care FMLA Protection for State Employees

Mailing FMLA Notices to Employees? Not So Fast

ADAAA Expands FMLA for Adult Children

If the employee doesn’t certify, you need not comply (with FMLA)

Ignorance of the FMLA Is No Excuse; In Fact, It Could Be Evidence

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Facebook foible foils FMLA fight

The FMLA, the ADA, and no-fault attendance policies

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FMLA Insight Podcast: Holiday Edition

FMLA amended to aid airline crews

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Whose opinion counts for determining “incapacity” under the FMLA?

FMLA now covers same-sex spouses (sort of)

Lori Adelson authors article on FMLA for WestlawNext

Just because you’re out on FMLA does not grant you a license to threaten your co-workers

Employee Awarded Large Settlement in FMLA Case

How Does the Fall of DOMA Impact the FMLA and Other Employee Benefits?

9th Circuit - Employee Can Opt out of FMLA, Even at Her Peril

Eighth Circuit Again Deconstructs FMLA Constructive Notice

Bill Would Expand FMLA Leave to Smaller Employers

You might want to reconsider if you send your FMLA forms via regular mail

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When an employee can’t return to work after an FMLA leave

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New Law Expands FMLA and NDAA for Military Families

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Winning the battle but losing the war in FMLA cases

DOL permits FMLA leave for gay parents (and others too)

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Certification harassment? 6th Circuit rejects claim under FMLA

Ninth Circuit Addresses Successor in Interest Rule Under FMLA

Facebook Photos Ends FMLA Lawsuit In Favor of Employer

DOL Clarifies Definition of Parents Entitled to FMLA Leave

BREAKING: FMLA compliance is not as easy as the DOL says [poll results]

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New FMLA Entitlement for Aunts, Uncles, Grandparents, Same-Sex Parents

DOL Issues Guidance on Definition of "Son or Daughter" under FMLA

DOL: Employers find it easy to comply with the FMLA. What?!?! [poll]

DOL Issues Clarification of FMLA Rights for Same-Sex Spouses

DOL: FMLA leave for same-sex partner's child

Employers Required to Display New FMLA Poster by March 8, 2013

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Public Sector Supervisors Can Be Personally Liable for Violations of the FMLA

States Immune from Suit for FMLA Violations Related to Self-Care

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Harley Storrings quoted in The Wall Street Journal and Business News Daily on FMLA issues in the wake of Hurricane Sandy

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When is 1,250 not 1,250? Hours worked versus hours paid for FMLA eligibility

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Sheri R. Abrams PLLC
Oakton, VA
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Charlottesville, VA
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Sutter & Terpak, PLLC
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The Kaplan Law Firm

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