Welcome to our video on "Can an Employer Deny Intermittent FMLA Leave?" 📹✉️ #FMLA #EmployeeRights
In this video, we'll explore the rights and entitlements of employees regarding intermittent Family and Medical Leave Act (FMLA) leave, as well as the circumstances under which an employer can deny such leave.
The FMLA is designed to provide job security to employees who need time off work for various reasons, including pregnancy, health conditions, or caring for family members.
Intermittent FMLA leave allows eligible employees to take periodic absences for medical necessities, such as pregnancy-related conditions, serious health conditions, or caring for an injured family member. However, for reasons like child adoption or childcare after birth or adoption, employer approval is required.
It's important to note that any intermittent FMLA leave taken will be deducted from the total entitlement of 12 weeks within a twelve-month period.
New requirements now specify that a "serious health condition" must involve at least three continuous days of disability and two doctor visits within 30 days to qualify for FMLA leave.
While employers generally cannot deny intermittent FMLA leave for medical necessities, the new rules allow them to ask for more information and potentially refuse leave if the employee's health condition does not qualify as a "serious condition."
Thank you for watching, and we hope you found this video informative. To learn more about FMLA and employee rights, visit our website at CompliancePrime.com. Don't forget to subscribe to our channel, Compliance Prime, for more insightful content. #FMLAleave #EmployeeBenefits
