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<blockquote data-quote="LittleDudesMom" data-source="post: 370323" data-attributes="member: 805"><p>Wendy is correct, it is FMLA. However there are a few provisions. You have to work for a company with 50 or more employees, you have to have worked full time for 12 months prior to your request for leave, the unpaid, job-protected leave is only for 12 weeks, and you and the employer have to document for personnel that you are taking leave according to the FMLA. If you met the above criteria, you would have qualified if you took leave for one of the following reasons:</p><p></p><p>to care for a new child, whether for the birth of a son or daughter, or for the adoption or placement of a child in foster care;</p><p>to care for a seriously-ill family member (spouse, child or parent);</p><p>to recover from a worker's own serious illness;</p><p>to care for an injured servicemember in the family; or</p><p>to address qualifying exigencies arising out of a family member's deployment.</p><p></p><p>Any other forms of leave, like a leave of <strong>consensual</strong> unpaid absence, is up to the employer's discretion and needs to be documented as such in writing with details of the employees return to work position, salary, and timeline noted. </p><p></p><p>Sharon</p></blockquote><p></p>
[QUOTE="LittleDudesMom, post: 370323, member: 805"] Wendy is correct, it is FMLA. However there are a few provisions. You have to work for a company with 50 or more employees, you have to have worked full time for 12 months prior to your request for leave, the unpaid, job-protected leave is only for 12 weeks, and you and the employer have to document for personnel that you are taking leave according to the FMLA. If you met the above criteria, you would have qualified if you took leave for one of the following reasons: to care for a new child, whether for the birth of a son or daughter, or for the adoption or placement of a child in foster care; to care for a seriously-ill family member (spouse, child or parent); to recover from a worker's own serious illness; to care for an injured servicemember in the family; or to address qualifying exigencies arising out of a family member's deployment. Any other forms of leave, like a leave of [B]consensual[/B] unpaid absence, is up to the employer's discretion and needs to be documented as such in writing with details of the employees return to work position, salary, and timeline noted. Sharon [/QUOTE]
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