Vigilant Blog

A: Maybe. There are two different thresholds to determine whether someone is eligible for leave under the federal Family and Medical Leave Act (FMLA). First, the employees must have worked for you for at least 12 months (which need not be consecutive), and have worked 1,250 hours in the 12 months before the leave is…

Answer: Possibly, depending on the particular law. The federal Family and Medical Leave Act (FMLA) uses an “integrated employer” test to determine if related companies should count their employees combined as one employer. Employers are covered under the FMLA if they employ at least 50 employees, so it would apply if all 65 employees need…

A: There is no federal law that requires employers to grant leave, either paid or unpaid, to allow employees time off to vote. However, many states do have laws providing employees the ability to take protected time off for voting. For example, California allows employees up to two hours paid leave to go vote if…

A: The employee’s time out of the office is protected under federal law, and most likely, under state law as well. The federal Uniformed Services Employment and Reemployment Rights Act (USERRA) grants leave to certain employees with medical expertise when they are dispatched by the federal government to deal with natural disasters. Through the National…

A: Probably not, but it depends. An employer is considered “covered” under the FMLA if it has 50 or more employees on its payroll for 20 or more calendar workweeks (which do not need to be consecutive) in either the current or preceding calendar year. Both full-time and part-time workers are included in the total…