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Section 101(11) of FMLA defines serious health condition as "an illness, injury, impairment, or physical or mental condition that involves: inpatient care in a hospital, hospice, or residential medical care facility; or. continuing treatment by a health care provider.

If you are out on leave under the federal Family and Medical Leave Act (FMLA) because of your own or a family member's health issues, you and your employer can have some contact. It's generally acceptable if your employer reaches out to you to ask a question or clarify an issue while you're away from work.

Employers in Texas, like employers in all other states, are subject to the federal Family and Medical Leave Act (FMLA), which allows eligible employees to take unpaid leave, with the right to reinstatement, for certain reasons.

In order to be eligible to take leave under the FMLA, an employee must (1) work for a covered employer, (2) work 1,250 hours during the 12 months prior to the start of leave, (3) work at a location where 50 or more employees work at that location or within 75 miles of it, and (4) have worked for the employer for 12

Healthcare employers are exempt from needing to provide these benefits. Small businesses with less than 50 employees can deny employees the benefits under the Act if granting such leave would jeopardize the viability of the business in the long-term.

Qualifying Reasons If an employee takes FMLA leave, it must be for a qualifying reason. You can ask questions regarding the nature of the leave to determine if a qualifying reason exists.

You do not have to tell your employer your diagnosis, but you do need to provide information indicating that your leave is due to an FMLA-protected condition (for example, stating that you have been to the doctor and have been given antibiotics and told to stay home for four days).

Simply put, your employer must refrain from sharing the reasons for your FMLA leave. The reason that the employer shares your private information is irrelevant. Your boss may just want to tell people you're doing OK.

FMLA - Serious Health Condition Alzheimers disease; chronic back conditions; cancer; diabetes; nervous disorders; severe depression; pregnancy or its complications, including severe morning sickness and prenatal care; treatment for substance abuse, multiple sclerosis;

In general, employees on FMLA leave should not be performing any work-related tasks. However, an employer may periodically check in with an employee on leave, and even ask an occasional question about work.

Tarrant Texas Employee Rights Memo Under the Family and Medical Leave Act

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What is considered a serious health condition?

Can your boss contact you while on FMLA?

Does Texas have Family Medical Leave Act?

What conditions qualify for FMLA?

What types of employers are exempt from FMLA adherence?

Can FMLA be questioned?

Does FMLA require a diagnosis?

Can my supervisor question my FMLA?

What illnesses fall under FMLA?

Can your manager question you about FMLA?

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Who is eligible for leave under the FMLA?

What types of situations qualify for FMLA leave?

How much leave time can an eligible employee take under the FMLA?

Can an employee take FMLA leave intermittently?

Is the employer required to pay the employee during FMLA leave?

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