Employee FMLA Rights Poster

EMPLOYEE FMLA RIGHTS POSTER

Employer Name:   Posting Location:

Posted Date:

NOTICE OF RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT

Eligible employees are entitled to take unpaid, job-protected leave for specified family and medical reasons. In general, an eligible employee may take up to 12 workweeks of leave in a 12-month period for:

• the birth of a child and to care for the newborn child;
• placement with the employee of a child for adoption or foster care;
• to care for an immediate family member (spouse, child, or parent) with a serious health condition;
• to take medical leave when the employee is unable to work because of a serious health condition;
• for qualifying exigencies arising out of a family member's covered active duty or call to covered active duty in the Armed Forces.

Additionally, certain eligible employees of covered employers may take up to 26 workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness.

ELIGIBILITY AND AMOUNT OF LEAVE

To be eligible for FMLA leave, an employee must:

1. have worked for the employer for at least 12 months;
2. have at least 1,250 hours of service for the employer during the 12-month period immediately preceding the leave; and
3. work at a location where the employer employs 50 or more employees within 75 miles.

EMPLOYEE AND EMPLOYER RESPONSIBILITIES

Employee Notice: When the need for leave is foreseeable, employees must provide reasonable advance notice and follow the employer's usual and customary notice and procedural requirements for requesting leave. If the foreseen leave is for planned medical treatment, the employee must make a reasonable effort to schedule the treatment so as not to unduly disrupt the employer's operations.

Employer Designation: The employer must notify the employee whether the leave will be designated as FMLA-protected and the amount of leave counted against the employee's leave entitlement. The employer will provide such designation in accordance with company policy and applicable law.

Employer contact for FMLA administration:

BENEFITS AND PROTECTIONS

During FMLA leave, the employer will maintain the employee's group health insurance coverage on the same terms as if the employee had continued to work, subject to the employee's timely payment of any employee portion of premiums. Upon return from FMLA leave, employees are entitled to be restored to their original job, or to an equivalent position with equivalent pay, benefits, and terms and conditions of employment, unless restoration would cause substantial and grievous economic injury to the employer's operations.

NOTICE TO EMPLOYEES: ENFORCEMENT

Employees may file a complaint with the appropriate government authority or may bring a private action against an employer for violations of their FMLA rights. The employer is prohibited from interfering with, restraining, or denying the exercise of any FMLA right, and from discharging or discriminating against any individual for opposing practices made unlawful by the FMLA or for participating in any proceeding under or relating to the FMLA.

ADDITIONAL EMPLOYMENT NOTICES

At-Will Employment: Employment relationship and terms may be governed by state law and contractual agreements. Unless otherwise provided by a written agreement, employment with this employer is at-will and may be terminated by either the employee or employer at any time, with or without cause or notice, to the extent permitted by applicable law.

Equal Employment Opportunity: This employer provides equal employment opportunity in accordance with applicable federal, state, and local law. Employment decisions are made without regard to protected characteristics as defined by law.

EMPLOYEE ACKNOWLEDGMENT (OPTIONAL)

I acknowledge that I have read and understand the information on this FMLA Rights Poster and that the employer has posted this notice where employees can view it.

EMPLOYER POSTING ACKNOWLEDGMENT (TO BE COMPLETED BY AUTHORIZED REPRESENTATIVE)

I certify that this FMLA Rights Poster has been posted in a conspicuous location at the employer's premises and that the information provided above is true and accurate to the best of my knowledge. I understand that the employer must maintain this posting for the duration required by applicable law and replace it if it becomes obsolete or damaged.

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