- Home -
- Lawyer List
------------------
-------------------- - - - - - - - -
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- - -
- - - -- - -
- - - -- - -
------------------
-------------------- - - - - - - - -
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- - -
- - - -- - -
- - - -- - -
Frequently Asked Questions
Data Theft
The FMLA, or Family and Medical Leave Act, is a federal law that allows certain employees working for covered employers to take up to 12 weeks of unpaid leave during each 12-month period. The 12-week allowance resets every 12 months, so in a sense, FMLA continues each year.
Yes, it is.As it is a great option to lawfully take time off from work to manage all care-giving responsibilities towards the family and take care of one’s own health too. It reduces the stress and anxiety caused due to the fear of losing employment.
Maternity Leave In India Increased To Six Months. Following enactment of the Maternity Benefit (Amendment) Act, 2017 ("Maternity Amendment Act") on March 27, 2017, the law also (a) extends maternity benefits to commissioning and adopting mothers, (b) mandates employers to provide creche facilities at the establishment, (c) allows women to work from home in certain cases and (c) requires employers to inform female employees at the time of their joining about maternity benefits available to them.
The FMLA divides serious health conditions for which FMLA leave may be taken into these six categories:1.inpatient care.
2.incapacity for more than three days with continuing treatment by a health care provider.
3.incapacity relating to pregnancy or prenatal care.
4.chronic serious health conditions. etc.
2.incapacity for more than three days with continuing treatment by a health care provider.
3.incapacity relating to pregnancy or prenatal care.
4.chronic serious health conditions. etc.
The FMLA only requires unpaid leave. However, the law permits an employee to elect, or the employer to require the employee, to use accrued paid vacation leave, paid sick or family leave for some or all of the FMLA leave period.