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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Court: Drinking Binge Is Not FMLA

Expanded FMLA Coverage for Servicemembers

McCormick & Oprah on the FMLA

DOL Issues New FMLA Forms

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FMLA guarantee of reinstatement is never absolute

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New FMLA forms, posters, coming next week

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Facebook foible foils FMLA fight

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DOL to Host Free Webinar on the FMLA

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No Self-care FMLA Protection for State Employees

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

Do not force employees to work during FMLA leave

FMLA Insight Podcast: Holiday Edition

FMLA Amendments in Defense Authorization Bill

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FMLA now covers same-sex spouses (sort of)

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

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DOL Releases New 20-Year Anniversary Survey of the FMLA

Lori Adelson authors article on FMLA for WestlawNext

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Employee Awarded Large Settlement in FMLA Case

When Can a Parent Provide FMLA-Covered Care for a Child?

Eighth Circuit Again Deconstructs FMLA Constructive Notice

New Law Expands FMLA and NDAA for Military Families

Calculating the rolling 12-month FMLA leave entitlement

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Winning the battle but losing the war in FMLA cases


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FMLA coverage vs. eligibility: Employer notice and recordkeeping requirements

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

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

FMLA Insight Podcasts: Intermittent Leave and Medical Inquiries

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Seeking Treatment For Alcoholism May Entitle Employees To Leave Under The FMLA

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6th Circuit permits employers to enforce reasonable call-in rules for FMLA leave

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Virginia Workers Compensation & Disability Lawyer
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Sheri R. Abrams PLLC
Oakton, VA
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Charlottesville, VA
Matthew Sutter Matthew Sutter
Sutter & Terpak, PLLC
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The Kaplan Law Firm

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