Delta provided its flight attendants with new uniforms over the summer of 2018. Unfortunately, after the change to the new uniforms, many employees have become sick. They’ve been experiencing physical symptoms, such as rashes, chaffing, eye issues, nose bleeds, headaches, and even breathing problems. In the past American Airlines struggled with a similar issue when employees began experiencing health problems related to the chemicals present in their uniforms.

At Meuser Law Office, P.A., we regularly have employees come to us with questions regarding the Family and Medical Leave Act (FMLA). This law involves an employee’s entitlement to leave, maintenance of health benefits during leave, and their ability to get their job back after taking leave. This law does not entitle an employee to wage loss benefits during leave but it does have some other substantive protections that will be outlined in this article. There are important distinctions between the federal and state Family and Medical Leave Acts, and it is crucial that you first determine whether you are a qualified employee working for an employer subject to the FMLA. This eligibility is discussed at length in the first part of this article and in a recently posted blog article.

How much leave am I entitled to under the FMLA?

Under the federal FMLA eligible employees are entitled to up to a total of 12 weeks during a 12-month period; however, leave for birth, adoption, foster care, or to care for a parent with a serious health condition must be shared by spouses working for same employer.

Under the Minnesota state law, eligible employees are entitled to six weeks for birth or adoption unless the employee and employer agree to a longer period. Additionally, an employee can use personal sick leave benefits to attend to a child for a reasonable period of time.

Many of our workers’ compensation and PERA clients come to us with questions regarding the Family and Medical Leave Act (FMLA). This law involves an employee’s entitlement to leave, maintenance of health benefits during leave, and an employee’s ability to get his or her job back after taking leave. This law does not provide an employee with an entitlement to wage loss benefits during the time the employee is on leave. At the outset, it is important to note that this law only covers certain employers and employees which differs at the state and federal levels. This article will outline the eligibility requirements for employees and employers at both the federal and state levels along with helping you decipher the primary distinctions.