Situation A - Family and Medical Leave Act
Rules of the Law
The Family and Medical Leave Act (FMLA) of 1993 was designed to provide employees with up to 12 weeks of unpaid job protected leave each year. During the leave, their group health insurance coverage will be continued with the same coverage as if they were not on leave. To be eligible the employee must have worked with the employer for at least 12 months and during those 12 months, worked at least 1250 hours. The employee must also work for an employer that has 50 or more employees within 75 miles of its location.

Employees who are covered under FMLA are entitled to leave under certain situations. These situation are the following:
Pregnancy and care for the child within the first year of birth;
Adoption or foster care for a child;
Care for a family member (child, spouse or parent) with a serious illness or injury; or
To care for their own serious illness or injury.

FMLA has three different kinds for leave
Continuous Leave: This takes place when the employee has been treated by a doctor and is absent from work for 3 or more continuous business days.
Intermittent Leave: This leave takes place when an employee takes time off work in blocks of hours, days or weeks. This type is more common with employees who need to have conditions that require ongoing treatments.
Reduced Schedule Leave: This type of leaves results when an employee needs to work a reduced amount of hours in a day or week. When caring for family members this is a common type of leave.

Under FMLA, when an employee returns from their leave, the employer is required to return the employee to their previous position, salary, work hours and benefits. If the employee is no longer able to perform their previous job, they are to be given an alternative position with the same salary, work hours and benefits they had before the went on