Equal Employment Opportunity and the Family and Medical Leave Act

What is the process of requesting FMLA leave? 

Before requesting a FMLA leave, some features need to be considered by the workers. Workers and staff have to provide notice to the supervisor or manager in charge, before applying for the FMLA leave. In cases where there is adoption, foster or expected birth to take place, workers or staff should handout 30-day notice to the management ( Dove, Findley, Edwards & Jones, 2016) . If one cannot make to handout their leave request, then their notice should be handed out as soon as possible. It is the role of the employees to work out on their treatment and medical plan, before requesting any leave. In this case, employees should contact the management on their treatment plan before requesting for the FMLA leave. 

What are some examples of how FMLA provides employees with job protection during their FMLA leave? 

Employees who take the FMLA leave are known not to be paid. However, one can still be offered benefits while still on leave. Workers who have taken the FMLA leave may not end up affecting any decisions in organizations. Employees who return from FMLA leave may end up undertaking different roles or job opportunities instead of their previous posts. Organizations do not guarantee employees from FMLA leave, the same job posts. However, they will still have the same benefits and pay as their previous jobs, but in different job categories. 

What are some of the responsibilities that employees have during their FMLA leave? 

There are responsibilities that must be accomplished by employees who undertake the FMLA leave. Employees are supposed to have a certificate showcasing their health condition, whether it is critical or serious injuries. The employee also has to make necessary payments that will help manage the medical benefits. 

References 

Dove, L. R., Findley, H., Edwards, T., & Jones, G. (2016). An Overview of Recent Appellate Court Decisions on the Family and Medical Leave Act: Guidance for Employers.  Labor Law Journal ,  67 (1), 298.