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... 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 welfare benefits during and after leave, COBRA rights, financial ... for payment of fringe benefits during leave, and other aspects of the leave are dealt with extensively by the new rules. The relationship of FMLA and the Fair Labor Standards Act is also detailed.PART 2 Compliance Guide to the Family & Medical Leave Act Compiled by Marvin Sahl, CLU partially from U.S. Department of Labor WH Publication 1421, June 1993 and The United States Federal Register, January 6, 1995. The Family and Medical Leave Act (FMLA) became effective on August 5, 1993. The Secretary of Labor has issued ... Serious health condition' means an illness, injury, impairment, or physical or mental condition that involves: a) any period of incapacity or treatment connected with inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; b) any period of incapacity requiring absence of more than three calendar days from work, school, or other regular daily activities that also involves continuing treatment by (or under the supervision of) a health care provider; or c) continuing treatment by ...

... leave. The birth or adoption of a child-or illness of the employee, spouse, child, or parent-may constitute valid reaso...with separate owners, managers and facilities. Where the employee performs wor...