New Hampshire Employee Rights Under the Family and Medical Leave Act

• Category: Employment - Leave - Family and Medical Leave Act (FMLA)
• State: Multi-State
• Control #: US-290EM
• Format: Word; Rich Text

Description

This form is used to provide information to an employee about his or her rights under the FMLA. Title: New Hampshire Employee Rights Under the Family and Medical Leave Act: A Comprehensive Overview Introduction: New Hampshire's Employee Rights Under the Family and Medical Leave Act (FMLA) aim to provide eligible workers with protected leave for their own serious health conditions or to care for their family members. This article delves into an in-depth description of the various rights granted by the FMLA in the state of New Hampshire. 1. Eligibility for FMLA: To qualify for FMLA benefits in New Hampshire, an employee must meet certain criteria: — Being employed for at least 12 months by the same employer. — Working a minimum of 1,250 hours during the previous 12-month period. — Working at a location where the employer has 50 or more employees within a 75-mile radius. 2. Covered Reasons for FMLA Leave: Employees in New Hampshire can request FMLA leaves for the following reasons: — The birth, adoption, or foster care placement of a child. — To care for a spouse, child, or parent with a serious health condition. — When suffering from a severe health condition that renders the employee unable to perform their duties. — Any qualifying exigency arising from the military service of the employee's spouse, child, or parent. 3. Length and Nature of Leave: Under New Hampshire's FMLA, employees can take up to 12 workweeks of unpaid leave within a 12-month period. This period may be extended to 26 workweeks for military caregiver leave. 4. Intermittent and Reduced Schedule Leave: Eligible employees in New Hampshire may take FMLA leaves on an intermittent basis or through a reduced work schedule if medically necessary or for certain qualifying exigencies. 5. Job Protection: New Hampshire's FMLA ensures that employees who take qualified leave are entitled to job protection. Upon return from FMLA leave, employers must reinstate employees to their previous position or an equivalent role with equivalent pay, benefits, and working conditions. 6. Employee Obligations: Employees are required to provide reasonable notice when their need for FMLA leave is foreseeable. They must also provide sufficient medical documentation when required by the employer to certify their eligibility. 7. Employer Obligations: New Hampshire employers covered by the FMLA must display a poster outlining employee rights under the Act and provide employees with written information about FMLA benefits, including eligibility criteria, rights, and responsibilities. Different Types of New Hampshire Employee Rights Under the FMLA: 1. Regular FMLA leave: Employees may take up to 12 workweeks of unpaid leave for qualifying reasons. 2. Military Caregiver Leave: Employees may take up to 26 workweeks of unpaid leave to care for a family member who is a covered service member. 3. Qualifying Exigency Leave: Employees may take unpaid leave for certain qualifying exigencies arising from a spouse, child, or parent's military service. Conclusion: New Hampshire's Employee Rights Under the FMLA aim to strike a balance between work and personal life by providing employees with essential job-protected leave. These rights play a vital role in supporting employees during critical health situations or family-related events, ensuring their well-being and job security.

Title: New Hampshire Employee Rights Under the Family and Medical Leave Act: A Comprehensive Overview Introduction: New Hampshire's Employee Rights Under the Family and Medical Leave Act (FMLA) aim to provide eligible workers with protected leave for their own serious health conditions or to care for their family members. This article delves into an in-depth description of the various rights granted by the FMLA in the state of New Hampshire. 1. Eligibility for FMLA: To qualify for FMLA benefits in New Hampshire, an employee must meet certain criteria: — Being employed for at least 12 months by the same employer. — Working a minimum of 1,250 hours during the previous 12-month period. — Working at a location where the employer has 50 or more employees within a 75-mile radius. 2. Covered Reasons for FMLA Leave: Employees in New Hampshire can request FMLA leaves for the following reasons: — The birth, adoption, or foster care placement of a child. — To care for a spouse, child, or parent with a serious health condition. — When suffering from a severe health condition that renders the employee unable to perform their duties. — Any qualifying exigency arising from the military service of the employee's spouse, child, or parent. 3. Length and Nature of Leave: Under New Hampshire's FMLA, employees can take up to 12 workweeks of unpaid leave within a 12-month period. This period may be extended to 26 workweeks for military caregiver leave. 4. Intermittent and Reduced Schedule Leave: Eligible employees in New Hampshire may take FMLA leaves on an intermittent basis or through a reduced work schedule if medically necessary or for certain qualifying exigencies. 5. Job Protection: New Hampshire's FMLA ensures that employees who take qualified leave are entitled to job protection. Upon return from FMLA leave, employers must reinstate employees to their previous position or an equivalent role with equivalent pay, benefits, and working conditions. 6. Employee Obligations: Employees are required to provide reasonable notice when their need for FMLA leave is foreseeable. They must also provide sufficient medical documentation when required by the employer to certify their eligibility. 7. Employer Obligations: New Hampshire employers covered by the FMLA must display a poster outlining employee rights under the Act and provide employees with written information about FMLA benefits, including eligibility criteria, rights, and responsibilities. Different Types of New Hampshire Employee Rights Under the FMLA: 1. Regular FMLA leave: Employees may take up to 12 workweeks of unpaid leave for qualifying reasons. 2. Military Caregiver Leave: Employees may take up to 26 workweeks of unpaid leave to care for a family member who is a covered service member. 3. Qualifying Exigency Leave: Employees may take unpaid leave for certain qualifying exigencies arising from a spouse, child, or parent's military service. Conclusion: New Hampshire's Employee Rights Under the FMLA aim to strike a balance between work and personal life by providing employees with essential job-protected leave. These rights play a vital role in supporting employees during critical health situations or family-related events, ensuring their well-being and job security.