What Is the Family and Medical Leave Act (FMLA) in Health Insurance?
<lingo>The Family and Medical Leave Act provides individuals with some job protections if they must leave work for a period of time to manage their own health or that of a close family member. This law applies to certain employees depending on the size of the company you work with. It does not provide a requirement for your employer to pay you during the time you miss work. However, it does help to protect your position within the company while you are away for specific needs. It can be used, for example, for pregnancy, foster care placement of a child, family military leave, family illness, or your own medical needs.</lingo>
Family and Medical Leave Act (FMLA) Clearly and Briefly Explained
Under FMLA, an eligible employee is able to receive up to 12 weeks of time off from work, without any guarantee of pay, to meet their own or their local family’s medical needs. To qualify, the employer has to have been with the business for at least 12 months. They also have had to have worked at least 1,250 hours during the previous 12 months. It is also only applicable in situations where the company has 50 or more employees that live within a 75-mile radius of the organization’s worksite.
<twitter>The Family and Medical Leave Act provides individuals with some job protections if they must leave work for a period of time to manage their own health or that of a close family member.</twitter>
Companies can set their own rules for pay regarding that time off. In addition, employers may wish to extend this, providing benefits longer. However, for eligible employees, FMLA sets the standard for what is considered the minimum and expected amount of care. Some conditions that may qualify for this type of protection include inpatient medical care, incapacity related to prenatal care or pregnancy, chronic serious health conditions, and maternity leave.
During the time off, the employer may use workers to fill your position, but your position must be available to you upon your return. There are limitations and numerous requirements under this law. For example, individuals must specifically file for FMLA and have a documented need for it. It also has to be managed properly based on the individual’s needs.
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