Title: Houston Texas Employee Rights Memo Under the Family and Medical Leave Act [Company Logo] Date: [Insert Date] To: [Employees] From: [Human Resources Department] Subject: Houston Texas Employee Rights Memo Under the Family and Medical Leave Act Dear Employees, We would like to provide you with essential information regarding your employee rights under the Family and Medical Leave Act (FMLA) in Houston, Texas. The FMLA is a federal law that grants eligible employees the right to take unpaid leave for specific family and medical reasons while ensuring job protection and continuation of certain benefits. Important Terms and Definitions: Before delving into the specific employee rights, let's clarify a few key terms related to the FMLA: 1. Covered Employers: Organizations employing 50 or more employees within a 75-mile radius are required to comply with the FMLA provisions. 2. Eligible Employees: To be eligible for FMLA benefits, employees must have worked for their employer for at least 12 months, accumulating at least 1,250 hours during that period. 3. Covered Family Members: The FMLA allows employees to take leave for the birth, adoption, or foster care placement of a child; to care for an immediate family member with a serious health condition; or to attend to their own serious health condition. Employee Rights Under the FMLA: As an eligible employee covered by the FMLA, you have the following rights: 1. Protected Leave: Eligible employees are entitled to take up to 12 weeks of unpaid leave within a 12-month period for qualifying family and medical reasons. Under certain circumstances, such as military caregiver leave, the allotted leave may extend to 26 weeks. 2. Job and Benefit Protection: While on FMLA leave, your employer must maintain your health insurance benefits. Additionally, your position or an equivalent one must be available upon your return from leave. 3. Notice and Documentation: When requesting FMLA leave, employees are obligated to provide their employer with a 30-day notice if the need for leave is foreseeable. In case of unforeseeable leave, notice should be given as soon as possible. Supporting documentation, such as medical certification, may be required. 4. Intermittent and Reduced Schedule Leave: In certain situations, you may have the right to take leave in smaller increments or work a reduced schedule based on medical necessity or family demands. Houston Texas Specific Employee Rights: In addition to the rights granted under the FMLA, there are no Houston Texas specific employee rights memos related to the Family and Medical Leave Act. However, it's crucial to familiarize yourself with your rights and responsibilities as outlined above. For additional information or specific questions about your rights under the FMLA, please contact our Human Resources Department. We are here to provide guidance and support throughout the leave process. We hope that this memo clarifies your employee rights under the Family and Medical Leave Act in Houston, Texas. Remember, your well-being and work-life balance matter to us, and we strive to maintain a positive and supportive work environment. Best regards, [Your Name] [Your Position] [Company Name]
Houston Texas Employee Rights Memo Under the Family and Medical Leave Act
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FAQ
Dear name, I am writing this letter to inform you that I need to take sick leave from work. I will need to remain off work until date. I've included a letter from my doctor to confirm that I need to take that amount of time off to fully recover.
To take FMLA leave, you must provide your employer with appropriate notice. If you know in advance that you will need FMLA leave (for example, if you are planning to have surgery or you are pregnant), you must give your employer at least 30 days advance notice.
The designation notice is essentially a document that serves as the leave contract between an employer and employee. It is completed by an HR professional and shared with the employee, and specifies the number of weeks, days, or hours (in the case of intermittent leave) that the leave will take place.
Designation Notice, form WH-382 ? informs the employee whether the FMLA leave request is approved; also informs the employee of the amount of leave that is designated and counted against the employee's FMLA entitlement.
Although FMLA leave is unpaid, employees may be allowed (or required) to use their accrued paid leave during FMLA leave. When an employee's FMLA leave ends, the employee is entitled to be reinstated to the same or an equivalent position, with a few exceptions.
DATE YOU GIVE NOTICE Dear EMPLOYER NAME, This is to notify you that I plan to take (TYPE OF LEAVE: MEDICAL LEAVE/ FAMILY LEAVE/ COMBINATION OF BOTH) starting (DATE). I expect to be gone for (NUMBER OF DAYS/WEEKS) and hope to return (DATE).
THIS FORM IS REQUIRED IF THE PARENT/ LEGAL GUARDIAN IS NOT THE INSTRUCTOR. Section 1001.112, Education Code, allows a parent, legal guardian or a judge of a court with jurisdiction over the person to designate an individual to conduct a PTDE course in their place.
Please be advised that I hereby request an FMLA leave for a period of (number of weeks) in connection with my serious health condition. The leave is to start on (date). Attached is my medical note reflecting the need for FMLA leave. Please let me know whether you approve this leave at your earliest convenience.
How to write a leave of absence letter Provide complete employee contact information, which includes name, address, and phone number. Include the date you will submit the letter. Include the supervisor or manager's name. Include supervisor or manager's title. Add the company name. Include the company's location.
Can you give a 2-week notice while on FMLA? If you are on FMLA leave, you may notify your employer that you are leaving the company in 2 weeks. Your FMLA protections, including continuing health care coverage, will end when you separate from your employer.