Can I take FMLA leave to care for a family member with an illness that requires intermittent medical treatment?
Yes, you can take Family and Medical Leave Act (FMLA) leave to care for a family member who is ill and needs intermittent medical treatment. The FMLA applies to Washington residents who work for employers with 50 or more employees, and who have worked for the employer for at least 12 months and for at least 1,250 hours over the past 12 months. If you meet the criteria, the FMLA allows you to take 12 weeks of unpaid job-protected leave to care for a family member who has a serious medical condition. Intermittent medical treatment includes absences from work for medical appointments or treatments. With the intermittent medical treatment, you can take a smaller amount of leave rather than 12 weeks all at once. You can also break up the leave into periods of time, such as a few hours or days at a time, as long as the total time off is still 12 weeks. You will need to provide your employer with documentation signed by a healthcare provider to verify the need for intermittent leave. Your employer may also require you to provide documentation of the medical treatment taken. Additionally, your employer could require you to use vacation days or other paid leave during the time off, as long as the leave time is still 12 weeks.
Related FAQs
Do I have to pay for my health insurance while on FMLA leave?Does the FMLA cover job-protected leave for employees with a qualifying exigency related to their spouse's deployment?
Are employers required to grant intermittent or reduced schedule FMLA leave?
Does my employer have to reinstate me to my former position after FMLA leave?
Can I take FMLA leave for a company-approved trip or training?
Does the FMLA guarantee job protection if an employee needs to care for an ailing family member?
Does the FMLA protect an employee's benefits if the employee's job is eliminated?
Does the FMLA guarantee job protection for an employee returning from active military service?
What rights do employees have if their FMLA-protected leave is denied?
Does the FMLA provide job protection for employees with qualifying exigencies related to a family member's active military service?
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