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<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> The right to take the <b>leave</b> lasts until the child is five years old, or in the case of <a href="/topics/Adoption" title="Adoption" class=fl>adoptions</a>, until five years after the <a href="/topics/Adoption" title="Adoption" class=fl>adoption</a> has taken place. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Applications for special <b>leave</b> from those who are intending to foster a child will continue to be given, in the light of individual circumstances, and provided that you give advance notification of your intention to foster, and having regard also to the rules of the fostering agency or local authority regulating the arrangement. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Three days paid <b>leave</b> may be granted to staff who have suffered the death of an immediate <b>family</b> member (generally defined as mother, father, spouse, partner, son or daughter, or any person living as a member of the employee’s household).</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.bath.ac.uk /personnel/policies/leave</font> (947 words)</td></tr>
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<tr><td> </td><td colspan=2><u>Family Medical Leave</u> <i>(Site not responding. Last check: 2007-10-13)</i></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Pursuant to Washington state <a href="/topics/Law" title="Law" class=fl>law</a>, RCW 49.78, <b>leave</b> provided for the birth and care of a child or for placement for <a href="/topics/Adoption" title="Adoption" class=fl>adoption</a> or foster care shall be in addition to any <b>leave</b> used by the mother for sickness or temporary disability because of pregnancy or childbirth. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Intermittent <b>leave</b> or <b>leave</b> on a reduced schedule will be granted if medically necessary for an eligible employee’s own serious health condition, or to care for a <b>family</b> member with a serious health condition. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Employees needing intermittent <b>leave</b> or <b>leave</b> on a reduced schedule for foreseeable medical treatment must work with their supervisor to schedule the <b>leave</b>, subject to the approval of the health care provider, so as not to unduly disrupt the unit’s or the College’s operations.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.evergreen.edu /policies/g-medleave.htm</font> (2830 words)</td></tr>
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<tr><td> </td><td colspan=2><u>OHRM - Leave - Family Leave Policy</u> <i>(Site not responding. Last check: 2007-10-13)</i></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> A full-time employee may be authorized an additional 64 hours of sick <b>leave</b> for general care of a <b>family</b> member or for bereavement, the total not to exceed 104 hours (or 13 days) in any <b>leave</b> year, provided he or she maintains a <b>leave</b> balance of at least 80 hours. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> A <b>family</b> member includes the employee’s: 1) spouse, parents, and spouse’s parents; 2) children, including stepchildren and adopted children, and their spouses; 3) brothers and sisters, and their spouses; and 4) anyone related by blood or affinity whose close relationship with the employee is the equivalent of a <b>family</b> relationship. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Sick <b>leave</b> may not be used under this heading for bonding or to care for a healthy newborn and is only granted for the period of the mother’s incapacitation.</td></tr>
<tr><td></td><td colspan=2><font color=gray>ohrm.os.doc.gov /Leave/dev01_000109</font> (1404 words)</td></tr>
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<tr><td> </td><td colspan=2><u>Bargaining for Family Leave</u> <i>(Site not responding. Last check: 2007-10-13)</i></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> It includes an explanation of the need for <b>family</b> <b>leave</b> options in a changing work force, facts on <b>family</b> responsibilities of employees and who is covered by the current <b>Family</b> <b>Leave</b> Act, sample bargaining strategies that emphasize different <b>family</b> <b>leave</b> options, and actual examples of negotiated contracts that employ the options described. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> <b>Family</b> <b>leave</b> allows employees to take time off from work to care for their <b>families</b> or recuperate from serious illnesses with a guaranteed job when they return. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> <b>Family</b> <b>leave</b> gives an employee the right to take time off from work to care for a newborn or newly adopted child, to care for a <b>family</b> member who is seriously ill or sometimes for other personal reasons.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.newecon.org /FamLeave_AFLCIOwomen.html</font> (1261 words)</td></tr>
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<tr><td> </td><td colspan=2><a href="http://www.amherst.edu/~hr/staffhdbook/part4.12.html">Staff Handbook: Family & Medical Leave</a></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> The <b>Family</b> and Medical <b>Leave</b> Act (FMLA) provides employees up to 12 weeks of unpaid, job-protected <b>leave</b> during a 12-month "rolling forward" period for certain <b>family</b> and medical reasons. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> <b>Leave</b> is available for the birth or care of a newborn, for the placement of a child for <a href="/topics/Adoption" title="Adoption" class=fl>adoption</a> or foster care, for the care of a spouse, son, daughter, or parent with a serious health condition; or in the event of a serious health condition that prevents the employee from working. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Certain paid <b>leave</b> may be substituted for unpaid <b>leave</b>, such as medical/family <b>leave</b> in the event of personal illness, or vacation in the event of <b>leave</b> for other reasons.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.amherst.edu /~hr/staffhdbook/part4.12.html</font> (247 words)</td></tr>
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<tr><td> </td><td colspan=2><a href="http://www.labour.gov.on.ca/english/es/factsheets/fs_fml.html">Employment Standards Fact Sheet - Family Medical Leave | Ontario Ministry of Labour</a></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> <b>Family</b> medical <b>leave</b> may be taken to provide care and support to a specified <b>family</b> member for whom a qualified health practitioner has issued a certificate indicating that the <b>family</b> member has a serious medical condition and there is a significant risk of death occurring within a period of 26 weeks. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Emergency <b>leave</b>, on the other hand, is an unpaid <b>leave</b> of up to 10 days in each calendar year which can be taken because of personal illness, injury or medical emergency and the death, illness, injury, medical emergency or urgent matters relating to certain <b>family</b> members and dependent relatives. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> An employee might commence the <b>leave</b> before obtaining the medical certificate, however, the right to the <b>leave</b> is dependent upon the issuance of the medical certificate and the <b>leave</b> must be completed within the 26-week period specified in that certificate.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.labour.gov.on.ca /english/es/factsheets/fs_fml.html</font> (2085 words)</td></tr>
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<tr><td> </td><td colspan=2><a href="http://www.fs.uiuc.edu/cam/CAM/ix/ix-a/ix-a-10.html">FAMILY AND MEDICAL LEAVE</a></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> FMLA <b>Leave</b> for a parent-in-law is specifically excluded by the ACT; however, a <b>leave</b> of absence to care for a parent-in-law may be granted to employees under the university’s sick <b>leave</b> and other <b>leave</b> policies. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> <b>Leave</b> for birth or <a href="/topics/Adoption" title="Adoption" class=fl>adoption</a> shall be taken all at one time, not on an intermittent or reduced <b>leave</b> schedule, unless the employee and supervisor or responsible departmental official agree otherwise in writing. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> The twelve workweeks of <b>Family</b> and Medical <b>Leave</b> to which eligible employees are entitled shall be based on the number of hours in the employee’s normal workweek schedule at the percentage of the appointment.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.fs.uiuc.edu /cam/CAM/ix/ix-a/ix-a-10.html</font> (2328 words)</td></tr>
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<tr><td> </td><td colspan=2><u>family & medical leave act</u> <i>(Site not responding. Last check: 2007-10-13)</i></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> <b>Leave</b> for child rearing purposes under Federal <a href="/topics/Law" title="Law" class=fl>Law</a> must be taken within twelve (12) months of the birth, <a href="/topics/Adoption" title="Adoption" class=fl>adoption</a>, or placement of the foster child. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> <b>Leave</b> may be taken prior to the birth of the child for prenatal care, if the employee’s condition makes her unable to work, or if absence from work is necessary prior to the <a href="/topics/Adoption" title="Adoption" class=fl>adoption</a> or placement of the child for the <a href="/topics/Adoption" title="Adoption" class=fl>adoption</a> or foster care to proceed. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> If you are requesting <b>family</b> illness <b>leave</b> or <b>leave</b> for your own serious medical condition, you must notify the School District of the proposed schedule for the <b>leave</b> with reasonable promptness after you learn of the probable need for the <b>leave</b>.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.wisp.k12.wi.us /adminis/human/leave.htm</font> (4822 words)</td></tr>
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<tr><td> </td><td colspan=2><a href="http://www.sfollp.net/family-medical-leave-act.asp">Family Medical Leave Act Labor Law - Labor Law Posters for State, Federal, & OSHA</a></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> If an employee was receiving group health benefits when <b>leave</b> began, an employer must maintain them at the same level and in the same manner during periods of FMLA <b>leave</b> as if the employee had continued to work. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Intermittent <b>leave</b> taken for the birth and care of a child is also subject to the employer’s approval except for pregnancy-related <b>leave</b> that would be <b>leave</b> for a serious health condition. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> The employee is not entitled to accrue benefits during periods of unpaid FMLA <b>leave</b>, but the employer must return him or her to employment with the same benefits at the same levels as existed when <b>leave</b> began.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.sfollp.net /family-medical-leave-act.asp</font> (611 words)</td></tr>
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<tr><td> </td><td colspan=2><a href="http://www.econop.org/FLI-PolicyBrief2000-PublicPolicySolutions.htm">Family Leave Insurance - Public Policy Solutions</a></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> In 1989 Washington state took the lead on <b>family</b> <b>leave</b>, passing a bill enabling workers to take time off to care for their newborn and newly adopted children, as well as for terminally ill children. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> While those opposed to <b>family</b> <b>leave</b> often claim that such programs would have severe negative impacts on business, TDI states (which have decades of experience with paid <b>leave</b>) are performing very well economically. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> In Sweden, parents are eligible to receive <b>leave</b> benefits equivalent to 80 percent of their earnings for up to a year after the birth of a child.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.econop.org /FLI-PolicyBrief2000-PublicPolicySolutions.htm</font> (1464 words)</td></tr>
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<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Even if you received SDI payments during your pregnancy disability <b>leave</b>, you can take paid <b>family</b> <b>leave</b> when you are bonding with your new child. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> The paid <b>family</b> <b>leave</b> <a href="/topics/Law" title="Law" class=fl>law</a> does not require your employer to provide health benefits while you are on paid <b>family</b> <b>leave</b>. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Yes, you can take paid <b>family</b> <b>leave</b> to bond with your new child anytime within the first year of the child’s birth, regardless of whether your partner is on <b>leave</b>.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.paidfamilyleave.org /child.html</font> (870 words)</td></tr>
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<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> The agency cannot designate <b>leave</b>, paid or unpaid, as FMLA <b>leave</b> unless the employee confirms his or her intent to use FMLA <b>leave</b> and to substitute appropriate paid <b>leave</b> for <b>leave</b> without pay under the FMLA <b>leave</b>. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> An employee who invokes his or her entitlement to FMLA <b>leave</b> is not immune from the impact of a reduction in force before, during, or after the period of FMLA <b>leave</b>. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Except when a claim for FMLA <b>leave</b> is covered by a negotiated grievance procedure, an employee who is unable to resolve a claim for FMLA <b>leave</b> with the agency may then submit the claim, accompanied by the agency’s decision, to OPM for further review under the procedures contained in 5 CFR part 178.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.permerica.com /LEAVE-21A.htm</font> (1134 words)</td></tr>
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<tr><td> </td><td colspan=2><a href="http://www.dol.gov/esa/regs/compliance/whd/whdfs28.htm">DOL WHD: Fact Sheet #28: The Family and Medical Leave Act of 1993</a></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Spouses employed by the same employer are jointly entitled to a combined total of 12 work-weeks of <b>family</b> <b>leave</b> for the birth and care of the newborn child, for placement of a child for <a href="/topics/Adoption" title="Adoption" class=fl>adoption</a> or foster care, and to care for a parent who has a serious health condition. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> <b>Leave</b> for birth and care, or placement for <a href="/topics/Adoption" title="Adoption" class=fl>adoption</a> or foster care must conclude within 12 months of the birth or placement. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> When intermittent <b>leave</b> is needed to care for an immediate <b>family</b> member or the employee's own illness, and is for planned medical treatment, the employee must try to schedule treatment so as not to unduly disrupt the employer's operation.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.dol.gov /esa/regs/compliance/whd/whdfs28.htm</font> (1908 words)</td></tr>
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<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Though it is assumed that paid <b>leave</b> will provide employees with their full salaries, some proposals call for limited pay and/or benefits while an employee is on <b>leave</b>. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> On the surface it may seem that paid <b>leave</b> legislation would serve as a benefit to female employees who traditionally adopt the role of primary caregiver within the <b>family</b>. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> On the other hand, in light of this distinction, the passage of paid <b>family</b> <b>leave</b> legislation may cause employers to be more reluctant to hire women if they anticipate female employees to be more likely to utilize paid <b>leave</b> benefits.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.njawbo.org /html/paid_family_leave.html</font> (990 words)</td></tr>
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<tr><td> </td><td colspan=2><a href="http://www.equalrights.org/professional/fmla.asp">California Paid Family Leave</a></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Paid <b>family</b> <b>leave</b> also supports school readiness and preschool participation by giving parents time to care for their sick children. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> According to a survey conducted by UCLA’s California <b>Family</b> <b>Leave</b> Research Project, more than three out of four of the respondents had not heard about the California <a href="/topics/Law" title="Law" class=fl>law</a>, although more than eight in ten were in favor of the concept of paid <b>family</b> and medical <b>leave</b> benefits. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Unfortunately, the poor, rural, minority, and immigrant parents most likely to lack sick <b>leave</b>, paid vacation days, and other basic job benefits and therefore need paid <b>family</b> <b>leave</b> are also the hardest to reach.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.equalrights.org /professional/fmla.asp</font> (652 words)</td></tr>
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<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> to take medical <b>leave</b> when the employee is unable to work because of a serious health condition. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> An optional form that may be used to obtain a medical certification from a health care provider. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Form WH-381 An optional form that an employer may use to respond to an employee's request for <b>leave</b>.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.dol.gov /esa/whd/fmla</font> (317 words)</td></tr>
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<tr><td> </td><td colspan=2><a href="http://wlb.monster.com/articles/fmla">Take Care of Loved Ones or Yourself with the FMLA - Work / Life Balance from Monster.com</a></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> She'll be OK in the long run, you learn, but she's going to be laid up for some time and won't be able to meet her own basic needs. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Thanks to the <b>Family</b> and Medical <b>Leave</b> Act (FMLA), you have the option of being that person, and you can spend some significant time with your mother without fear of losing your job while you're away from it. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> In a January 2003 survey of human resources professionals conducted by the Society for Human Resource Management, half of the 416 respondents said they'd approved FMLA <b>leave</b> requests they believed were not legitimate for fear of breaching DOL interpretations of the <a href="/topics/Law" title="Law" class=fl>law</a>.</td></tr>
<tr><td></td><td colspan=2><font color=gray>wlb.monster.com /articles/fmla</font> (635 words)</td></tr>
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<tr><td> </td><td colspan=2><a href="http://www.dol.gov/esa/regs/statutes/whd/fmla.htm">DOL WHD: The Family and Medical Leave Act of 1993</a></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> The taking of <b>leave</b> intermittently or on a reduced <b>leave</b> schedule pursuant to this paragraph shall not result in a reduction in the total amount of <b>leave</b> to which the employee is entitled under subsection (a) beyond the amount of <b>leave</b> actually taken. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> "(b)(1) <b>Leave</b> under subparagraph (A) or (B) of subsection (a)(1) shall not be taken by an employee intermittently or on a reduced <b>leave</b> schedule unless the employee and the employing agency of the employee agree otherwise. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> "(5) in the case of certification for intermittent <b>leave</b>, or <b>leave</b> on a reduced <b>leave</b> schedule, for planned medical treatment, the dates on which such treatment is expected to be given and the duration of such treatment.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.dol.gov /esa/regs/statutes/whd/fmla.htm</font> (6838 words)</td></tr>
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<tr><td> </td><td colspan=2><u>Family Leave</u> <i>(Site not responding. Last check: 2007-10-13)</i></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> It provides information about taking <b>leave</b> to care for and bond with a new born, or a newly placed adoptive or foster child, or because of the employee's own or a <b>family</b> member's serious health condition. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Is designed to help employees understand the information they will need to plan for parental <b>leave</b> or <b>leave</b> due to a personal or <b>family</b> member's serious health condition. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Helps the manager navigate the requirements of the FMLA and FCL when considering employee <b>leave</b> requests for parental <b>leave</b> or because of a personal or <b>family</b> member's serious health condition.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.washington.edu /admin/hr/pol.proc/fmla</font> (300 words)</td></tr>
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<tr><td> </td><td colspan=2><u>CALIFORNIA » FAMILY LEAVE</u> <i>(Site not responding. Last check: 2007-10-13)</i></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Benefits from Golden State's Paid <b>Family</b> <b>Leave</b> Program Are Taxable on Federal Returns. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> In 2002, the state legislature created a "paid <b>family</b> <b>leave"</b> ("PFL") program to be administered by the California Employment Development Department. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> What discretion does an employer have to discharge an employee who takes a <b>family</b> and medical <b>leave</b>, is dishonest about his activity while away from work, and fails to return when the need for <b>leave</b> ends, even if that occurs earlier than the last date of approved <b>leave?</b></td></tr>
<tr><td></td><td colspan=2><font color=gray>www.elinfonet.com /starticles/5/22.html</font> (477 words)</td></tr>
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<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> The Paid <b>Family</b> <b>Leave</b> Program is administered by the State of California Employment Development Department (EDD) a state agency, not the employer. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> This website has been created by the Paid <b>Family</b> <b>Leave</b> Collaborative, a group of organizations committed to informing Californians of their rights under Paid <b>Family</b> <b>Leave</b>. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Because <a href="/topics/Law" title="Law" class=fl>laws</a> and legal procedures are subject to frequent change and differing interpretations, the Paid <b>Family</b> <b>Leave</b> Collaborative cannot ensure that the information in on this website is current, nor be responsible for any use to which it is put.</td></tr>
<tr><td></td><td colspan=2><font color=gray>www.paidfamilyleave.org</font> (279 words)</td></tr>
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<tr><td> </td><td colspan=2><u>Family Medical Leave Act 101</u> <i>(Site not responding. Last check: 2007-10-13)</i></td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> The FMLA is a benefit that allows qualified employees to have 12 weeks of job-protected <b>leave</b> per fiscal year. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> You may also view System Regulation 31.03.05 <b>Family</b> and Medical <b>Leave</b> or the Compliance Guide to the <b>Family</b> and Medical <b>Leave</b> Act as provided by the U.S. Department of Labor's web site. </td></tr>
<tr><td valign=top><img style="margin-top:4px;" src=/images/a.gif></td><td></td><td> Please contact the <b>Leave</b> Coordinator at 979-862-4027 or Employee-Relations@tamu.edu if you have any questions regarding the <b>Family</b> and Medical <b>Leave</b> Act.</td></tr>
<tr><td></td><td colspan=2><font color=gray>hr.tamu.edu /relations/fmla</font> (255 words)</td></tr>
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