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Eligible employees can take FMLA leave to care for a child, spouse, or parent who has a serious health condition. Caring for a family member under the FMLA includes assistance with basic medical, hygienic, nutritional, safety, transportation needs, physical care, or psychological comfort.
Hospitals may place a patient on a LOA when readmission is expected and the patient does not require a hospital level of care during the interim period. Examples include, but are not limited to: Situations where surgery could not be scheduled immediately. Specific surgical team was not available.
FMLA requires covered employers to provide up to 12 weeks of unpaid, job protected leave to eligible employees for the following reasons: ▪ For incapacity due to pregnancy, prenatal medical care, or child birth; ▪ To care for the employees child after birth, or placement for adoption or foster care; ▪ To care for the
Key Differences Between Leaves of Absence and FMLA Duration: The length of leaves of absence varies and may be paid or unpaid, depending on the employers policies. In contrast, FMLA provides up to twelve weeks of unpaid leave annually.
Mandatory leaves of absence are those required by federal, state or local law for employees with qualifying reasons, whereas voluntary leaves are provided at the discretion of the employer.