If your child has the flu and you need time off from work to care for him, can your employer deny your absence request? Does it make a difference if you have sick or personal leave on the books? Would it make a difference if your child had pneumonia instead of the flu?
These are just a few of the numerous questions that can arise on the topic of leave laws. The answer to many leave law questions often will depend on the size of your employer.
Brief Overview of The Family Medical Leave Act (“FMLA”)
If you work for a company with 50 or more employees, the Family and Medical Leave Act provides you a legal right to take medical leave under for the following reasons.
- Serious health condition of the employee
- Serious health condition of the employee’s child, spouse, or parent
- Birth of a child and to care for the child
- Placement of a child with the employee for adoption or foster care
- To care for an injured service member who is the employee’s spouse, parent, child, and relatives for whom the employee is the “next of kin” (up to 26 weeks)
A “serious health condition” under the FMLA is defined as “an illness, injury, impairment, or physical or mental condition” that involves a number of categories. Most common in the workplace, however, is the “continuing treatment” category, which is defined as any of the following:
- A period of incapacity of more than three consecutive calendar days;
- One that involves at least two treatments by a healthcare provider within 30 days after the first day of incapacity; or
- At least one treatment by a healthcare provider within 7 days after the first day of incapacity that results in a regimen of continuing treatment under that provider’s care.
A “period of incapacity” means that the employee or family member is unable to work, attend school, or perform other regular daily activities. Thus, in the above example, if your child is unable to attend school for more than three consecutive days due to an illness, he has met the definition of “a period of incapacity” under the FMLA, and you have the legal right to take leave to care for the child. This is true regardless of whether you have any “sick leave” or other leave on the books.
There are probably hundreds of different scenarios that could trigger your employer’s duty to provide you leave under the FMLA. The United States Department of Labor has extensively codified employer requirements in the U.S. Code of Federal Regulations, and the DOL website includes a helpful Q&A that covers a broad range of leave scenarios.
Leave Under the Americans with Disabilities Act (“ADA”)
If you work for a company with fewer than 50 employees, or if you have already used 12 weeks of FMLA leave, your legal right to take leave is more limited. Under some circumstances, however, your employer may be required to provide you a leave of absence as a reasonable accommodation under the Americans with Disabilities Act.
Unlike the FMLA, there are no guiding regulations for leave under the ADA, and thus employers must rely on court decisions, EEOC interpretive guidance, and the advice of counsel when deciding whether they must grant a leave of absence as an accommodation.
While there are certainly different views on this murky topic, we believe there are two guiding principles for absence requests under the ADA:
- The leave of absence must be effective in helping the individual return to work; and
- The employee must at least be able to provide good estimate on his date of return.
Thus, the employer almost never has to grant an absence request for an indefinite duration. Generally speaking, the larger the company and the lower down the career ladder the employee occupies, the more likely it is that the company must provide the leave of absence to the employee as a reasonable accommodation. Thus, for example, a restaurant may not be required to grant a 3-week leave of absence to its executive chef under the ADA, even though three weeks is not a particularly long absence. This is because having the executive chef gone for three weeks could cause an undue hardship on the operations of the restaurant. Conversely, an identical request from a worker in a large call center will almost always be reasonable.
Leave laws can be a tricky topic for employees. We hope this post provides you a good starting point in determining whether you may be entitled to a leave of absence under federal law.