Balancing work and home life can be a tricky business, and while at times it might be quite easy to handle, incidents can and do arise in which workers suddenly find themselves unable to fully commit to both. The Family Medical Leave Act is often essential in such situations when Texas employees need to step away from work for an extended period of time. However, there are minimum requirements that must be met in order for a worker to qualify for FMLA.
In general, businesses with at least 50 employees must provide FMLA. Simply being employed with such a business is not sufficient enough to fully qualify a worker for this leave, as he or she must have also been employed with a specific employer for a period of 12 months or longer. During that period, he or she must have also worked 1,250 or more hours at a worksite located either directly in the United States or in one of its territories.
After determining whether an employee is qualified for this leave, the reason must also be eligible. One of the most common reasons workers take leave is help care for a family member. This type of care can cover an injured or sick spouse, an aging parent, disabled child or even the birth or adoption of a child. FMLA is also regularly approved for employees who must focus on their own serious health conditions. Employees usually must supply necessary documentation before the leave can be approved.
Although the Family Medical Leave Act is a federal law, workers often face opposition either when applying for it or when returning to work. Some individuals in Texas take the denial of FMLA leave as an indication that their reasons were not truly sufficient, even if their situation was justified and would not have placed any type of undue burden on their employer. In these situations, employees often choose to take action against their employer in order to ensure that the terms of the FMLA are upheld and applied to them correctly.
Source: FindLaw, "Family and Medical Leave: Overview", July 28, 2016