Fmla - Bartlett,IL

Hope your little girl gets better soon!

From US Dept. of Labor (http://www.dol.gov/compliance/laws/comp-fmla.htm):

"The Family and Medical Leave Act (FMLA) provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees for the following reasons:
1) birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee;
2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or
3) care of the employee's own serious health condition. It also requires that employee's group health benefits be maintained during the leave. The FMLA is administered by the Employment Standards Administration's Wage and Hour Division within the U.S. Department of Labor. "

*See the website for more detailed information

good luck!

To quality for FMLA, most places will say you need to have been employed 12 months before you can take it.

You can take up to 12 weeks in a 12 month rolling period for care of yourself or family member. From what I read, you quality. Call you HR department, they will have you complete a form, which would require a document from the doctor, and that should be it.

You are entitled to that position or a similarly paid position. You will not be paid for this time off. If you have vacation time, you could use that to continue your pay.

If your health care is through your employer, that may get a little tricky as to how that works. Ask your HR department about this if your health care if through your employer.

Hope your daughter is better soon.

I used it recently when I had surgery. I needed to be off for two weeks to recover. I went to the HOUR department. They told me that I had to have been employed for at least 1 year with the company. They gave paperwork that needed to be completed by the doctor. I then returned it to them. They actually didn't receive all the paperwork until I returned since it was such a short time. I know it can be used for the 0are of family. One of my co workers is off caring for her dad. I hope your daughter has a speedy recovery.

I would agree that you need to talk to you HR dept. Usually you don't have to apply for it it is just granted to you, but like a previous poster said, you don't get paid you just make sure you still have a job.

What your daughter has sounds like rotavirus. It is a common childhood disease, but if it gets serious the dehydration can be cause for hospitalization. I would keep taking her back just to get the dehydration checked out and make sure to keep her on the BRAT diet (bananas, rice, applesauce) and keep her as hydrated as you can.

I think it is a matter of problems at home, not just a sick child. First of all, I w/take child to the ER with that kind of problem because she could easily be dehydrated. Your doctor's response seems rather casual for the symptoms you describe. Secondly, tell your employer you need the time off because of the sudden illness of your child. Do it in writing to protect yourself. Call your HR dept. I don't think they can deny it to you. However, under FMLA, they do not have to give you the same job back if you are gone for extended period of time. They have to have a job for you comparable in pay, but not the same job. Personally, I would say the child comes first. If you are at a computer, look up FMLA and it states the conditions. I did it once because of overwhelming problems at home and I had no problems. Understand that this is leave without pay. It just protects your employment.

How awful for your daughter! I hope she recovers quickly. Regarding FMLA, it does not apply unless your employer is over 50 employees. The DOL website listed in another post is a great resource. Regardless of the size of the company, talk to your HR and see what you can work out. A letter from your daughters doctor may be good enough.

talk with you personnel/HR department at work. there is probably a leave request form or something they need you to fill out to initiate the leave. that person should also be able to tell you if you are eligible for FMLA. A lot of times though, FMLA only protects your job, it does not pay you for time off.