(Q) Can I care for two seriously injured or ill servicemembers at the same time? An eligible employee may take FMLA leave for their own serious health condition, or to care for a spouse, child, or parent because of a serious health condition. Yes. Is my leave for treatment related to this condition protected under the FMLA? Joe takes eight weeks of FMLA leave for a back operation and intensive therapy, and gives his employer a medical certification that states that he will be absent for eight weeks. Certification of your Serious Health Condition form (PDF 1.31 MB) You and your health care provider must fill out this form about your serious health condition. Yes. /*-->*/. Firstly, FMLA is the short form for the Family and Medical Leave Act. An eligible employee may take FMLA leave because of his or her own serious health condition or to care for a qualifying family member with a serious health condition that resulted from domestic violence. .h1 {font-family:'Merriweather';font-weight:700;} The 12 months of employment are not required to be consecutive in order for the employee to qualify for FMLA leave. A father can also use FMLA leave to care for his spouse who is incapacitated due to pregnancy or child birth. Since 2018. If an employee does not provide either a complete and sufficient certification or an authorization allowing the health care provider to provide a complete and sufficient certification to the employer, the employee's request for FMLA leave may be denied. I submitted my fmla paperwork to take leave for 3 months for anxiety and PTSD (due to an experience from work). A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid, job-protected leave in a 12 month period for one or more of the following reasons: The FMLA also allows eligible employees to take up to 26 workweeks of unpaid, job-protected leave in a single 12-month period to care for a covered servicemember with a serious injury or illness. Can a urgent care doctor fill out my fmla if my therapist is booked. When an employee seeks leave, however, due to a FMLA-qualifying reason for which the employer has previously provided the employee FMLA-protected leave, the employee must specifically reference either the qualifying reason for the leave or the need for FMLA leave. For a veteran, a serious injury or illness is one that made the veteran medically unfit to perform his or her military duties, or an injury or illness that qualifies the veteran for certain benefits from the Department of Veterans Affairs or substantially reduces the veterans ability to work. Assuming that you work for a covered employer and are eligible for FMLA leave, you may take leave for treatment visits and therapy sessions for the condition. The regulations also permit an eligible employee who is a spouse, parent, son, daughter or next of kin of a covered servicemember to submit an ITO or ITA issued to another family member as sufficient certification for the duration of time specified in the ITO or ITA, even if the employee seeking leave is not the named recipient on the ITO or ITA. The number of hours worked is the employees duty hours during the previous 12-month period. An employee may take up to 12 workweeks of FMLA leave for qualifying exigencies during the twelve-month period established by the employer for FMLA leave. Therefore, in the case of airline flight crew employees, the worksite is their home base, or domicile. Yes. The same timing requirements for certification apply to all requests for FMLA leave, including those for military family leave. 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