Last week on the blog we discussed how your insurance coverage can be protected when taking leave under the Family Medical Leave Act. This can be a real lifesaver for many, and at least provide peace of mind to others. Yet, just because the law provides certain protections does not mean that employers will adhere to them.
The Family Medical Leave Act provides employees with several protections while allowing them to take unpaid leave for certain family situations. Employees may be allowed to take leave for the birth of a child, adoption, or to care for an ailing relative. However, if you are about to take leave under FMLA, you may be concerned about how it will affect your benefits, particularly your insurance coverage. So, how does taking leave affect insurance coverage?
The Family Medical Leave Act (FMLA) entitles individuals to take time away from work to care for their own health needs and the needs of their family members without fear of losing their job. The law also prohibits employers in Louisiana from retaliating against employees who take this protected leave.
Employees in Louisiana understand how their personal life or family life can interject with their work life. At times, events happen in their person or family life that requires an employee to step away from their job for a period of time to address these issues. In these situations the Family Medical Leave Act serves to provide an employee with the right to do so.
When women enter the work force, they do not often consider how getting pregnant might impact their ability to work. Women employees in Louisiana and other states across the nation might plan their pregnancy in order to not interrupt their careers. In some cases, females might decide to quit their job to be a stay at home mother. But for those remaining seeking to maintain their current position of employment, they should understand that they are afforded rights so they are not treated unfairly or discriminated against due to their pregnancy or taking maternity leave.
In the winter, it seems like everyone is sick at some point. As cold and flu season rages on across the United States, many people may be missing work as a result of the illness. While some employers prefer that sick employees stay home, others may reprimand employees for missing too much work. When you are sick, you many wonder when exactly you can use medical leave to protect your job.
In a recent blog post, this blog examined a Louisiana employee's right to medical leave under the Family Medical Leave Act following the birth or adoption of a child. As we explained in that post, the FMLA gives people to take a leave from work in special cases, like the birth of a child. These rights are essential for people following a new baby and in other medical emergencies.
Welcoming a new child into a family can be a joyous time for a family. It can also be physically demanding. As a result, the new mother often needs to take time away from work in order to recover and bond with the baby. According to the United States Department of Labor, both fathers and mothers have the right to take medical leave following the birth of a baby. This gives the new family time to bond. These rules also apply when a family adopts a child or takes on a foster child.
Life can be unpredictable. You, your child or a close family member can get sick or hurt. These situations are common and often unavoidable. When they happen, you might have to leave work to take care of yourself or that family member. In these cases, you may worry about whether you could lose your job in your absence.
Cold and flu season is quickly approaching. During the winter, it is almost inevitable that people will get sick. And if they don't get sick, it's likely that their children will. When this happens, people often need to take a sick day to care for themselves or a sick child. If people are lucky, their employer will provide them with a certain number of paid sick days. However, this is not required by Louisiana state law or under federal employment laws. In fact, many employers can even terminate an employee for missing too many days for being sick.