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FMLA covers all public employees starting on the first date of employment.
FMLA requires covered employees be given paid leave for serious health conditions.
State laws can require employers to give greater rights and protections then are required by the FMLA.
FMLA applies a covered employee to take time away from work to care for a seriously ill parent.
Employees cannot be required to use paid leave at the same time they are using FMLA leave.
In patient treatment for chemical dependency is not covered by the FMLA.
FMLA requires employees to provide advance notice before taking FMLA leave for reasonably foreseeable serious health conditions or treatment.
Only the birth parent is eligible to take FMLA for birth of a child.
If an employee take FMLA for their own health condition the employer can require a fitness for duty return to work certification.
An employer can legally force an employee on FMLA leave to return to work on “light duty” without violating FMLA.