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... or after birth or placement for adoption or foster care, 2) care for your spo... the probable duration of the illness, and a statement indicating that the ill...

... is delineated in the rules. Employees must have worked for the employer for at least a year, during which they were on duty for at least 1,250 hours. Eligibility also depends on the reason(s ) for taking the leave. The birth or adoption of a child-or illness of the employee, spouse, child, or parent-may constitute valid reasons for leave. There is little flexibility beyond these parameters.OTHER RULES Return to work, failure to return to work, employment status upon return to work, continuation of health and ... employer within 75 miles. LEAVE ENTITLEMENTA covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons: a) for the birth or placement of a child for adoption or foster care; b) to care for an immediate family member (spouse, child, or parent) with a serious health condition; or c) to take medical leave when the employee is unable to work because of a serious health condition. Spouses employed by ... same employer are jointly entitled to a combined total of 12 work weeks of family leave for the birth or placement of a child, for adoption or foster care, and to care for a parent (but not a parent in-law') who has a serious health condition. Leave for birth or adoption (including foster care placement) must conclude within 12 months of the birth or placement.INTERMITTENT LEAVE Under some circumstances, employees may take FMLA leave intermittently- which means taking leave in blocks of time, or by reducing their normal weekly ...

...r taking the leave. The birth or adoption of a child-or illness of the employe...E DISCUSSING RELATIONSHIP BETWEEN FMLA AND COBRA Notice 94-103The Family and Medical Leave Act of 1993 ('FMLA'),...