Can I take FMLA leave to care for a newborn or adopted child?
Yes, you can take FMLA leave to care for a newborn or adopted child in Colorado. The Family and Medical Leave Act (FMLA) applies to employers with 50 or more employees and applies to both men and women. Under FMLA, workers in Colorado who have worked for their employer for at least 12 months and have worked at least 1,250 hours may be eligible to take up to 12 weeks of unpaid leave for the birth or adoption of a child. Workers may also take FMLA leave to care for an immediate family member who has a serious health condition. The FMLA leave can be taken all at once or it can be taken intermittently, which means the employee can take leave at certain times throughout the year for medical or family reasons. It is important to note that FMLA leave is unpaid and the employee must use other types of leave, like vacation or sick time, if available. Additionally, an employer may require the employee to substitute any accrued paid leave for unpaid FMLA leave. In order to take FMLA leave to care for a newborn or adopted child, the employee must provide written notice to their employer at least 30 days before the expected leave date or as soon as is practicable. The employee must also provide medical certification from a health care provider or other documentation, as needed, that the leave is necessary. Upon return from leave, the employee must be reinstated to their job or to an equivalent position.
Related FAQs
Are there any exemptions to FMLA employee eligibility?Do employers have to grant FMLA leave for the birth or adoption of a child?
Does the FMLA cover self-care or preventive care leave?
Does the FMLA cover military caregiver leave?
Can I take FMLA leave to care for a family member with an illness that requires intermittent medical treatment?
Does the FMLA cover leave for employees caring for an ailing spouse?
What if my employer retaliates against me for taking FMLA leave?
Does the FMLA protect employees from being fired while on FMLA leave?
Is an employee responsible for any costs associated with returning to work after FMLA leave?
Does the FMLA guarantee job protection for military families?
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