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By Coffman Legal, LLC | Posted on Mar 27 2019

Defining Serious Health Conditions under FMLA

Under the Federal Family and Medical Leave Act or the FMLA, employees are entitled to take leave from their employers to take care of themselves or immediate members of their families who may be suffering or recuperating from serious health conditions. A condition that requires you or your family members to spend a night in […]

By Coffman Legal, LLC | Posted on Aug 24 2018

What Guidelines Apply to Taking Intermittent FMLA Leave?

According to the U.S. Department of Labor, which enforces workers’ rights under the Family and Medical Leave Act, Employees may take FMLA leave intermittently—taking leave in separate blocks of time for a single qualifying reason or on a reduced leave schedule—reducing the employee’s usual weekly or daily work schedule. When leave is needed for planned […]

By Coffman Legal, LLC | Posted on Aug 22 2018

How to Work with Your Employer When You Need an Intermittent Leave of Absence

When you have used all your available paid time off and Family and Medical Leave Act eligibility for the year, you may be able to convince your employer to grant you a leave of absence and this absence may be a reasonable accommodation under the Americans with Disabilities Act. Some companies and agencies spell out […]

By Coffman Legal, LLC | Posted on Aug 17 2018

Understanding the Different Types of FMLA Leave

The Family and Medical Leave Act requires all government agencies, elementary and secondary schools, and organizations with 50 or more employees to grant up to 12 weeks of unpaid leave to workers who have accrued 12 months of full-time service. With limited exceptions, an employer must grant FMLA leave for the following reasons: To allow […]

By Coffman Legal, LLC | Posted on Jul 27 2018

Intermittent FMLA Leave VS Continuous FMLA Leave

Employees and the companies or agencies they work for harbor many misperceptions about what the Family and Medical Leave Act (FMLA) allows and requires. Close to the top of this list of mistaken beliefs, and what often appears to stop workers from exercising their rights under the FMLA, is that all available unpaid leave must […]

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