Q: I am on FMLA for my disabled son. Every time I have to take off work to take my son to Dr my work makes me use my PTO
They make me put in for FMLA but use my PTO. So I can never take off for myself. It says here FMLA is unpaid .
. The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:
• Twelve workweeks of leave in a 12-month period for:
So is this league what they are doing
A: In short, yes. PTO and FMLA are not mutually exclusive. FMLA covers longer terms of leave for which you are ensured 1) your job upon your return, and 2) continued health insurance coverage. In relevant part, FMLA means you can't be fired or lose insurance coverage for protected periods of leave. It does not affect pay or other benefits such as PTO; you are generally required to use your PTO time (for which you are paid) as part of FMLA.
A: Yes, this is legal. According to the US Department of Labor, FMLA law permits an employee to elect to use accrued paid vacation leave. In addition, the law permits employers to require the employee to use paid time off for some or all of the FMLA leave period. So while FMLA applies to unpaid leave, employees may also use paid time off. When paid leave is used for an FMLA-covered reason, FMLA protections still apply. Contact an employment lawyer with FMLA experience if you have additional questions.
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