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FMLA and WORKERS COMPENSATION
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<blockquote data-quote="cachsux" data-source="post: 344546" data-attributes="member: 5529"><p>FMLA for the birth of a child can be taken both ways,you must designate which or both at the beginning of your leave. For example, you take a few weeks off entirely at the time of birth(consecutive),your wife or child had difficulty,you return to work but have to take a day off during the week because other care is unavailable(intermittent).</p><p> </p><p> You may also work 8 hr days and then leave to provide care. In this instant you can use FMLA for the authorization to leave but it does NOT come out of your "bank" of available FMLA time as you are providing the company it`s 8 guaranteed hours of work per the contract. If you leave at 7:59 or earlier you use the difference from your FMLA "bank" until 8 hrs is reached. If you leave at 8:01 you use none, yet still retain your FMLA rights. This applies to ANY approved FMLA situation</p></blockquote><p></p>
[QUOTE="cachsux, post: 344546, member: 5529"] FMLA for the birth of a child can be taken both ways,you must designate which or both at the beginning of your leave. For example, you take a few weeks off entirely at the time of birth(consecutive),your wife or child had difficulty,you return to work but have to take a day off during the week because other care is unavailable(intermittent). You may also work 8 hr days and then leave to provide care. In this instant you can use FMLA for the authorization to leave but it does NOT come out of your "bank" of available FMLA time as you are providing the company it`s 8 guaranteed hours of work per the contract. If you leave at 7:59 or earlier you use the difference from your FMLA "bank" until 8 hrs is reached. If you leave at 8:01 you use none, yet still retain your FMLA rights. This applies to ANY approved FMLA situation [/QUOTE]
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