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https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/whdfs28i.pdf#:~:text=An%20employee%20is%20entitled%20to%20up%20to%2012,accrue%20FMLA%20leave%20at%20any%20particular%20hourly%20rate.
https://www.dol.gov/general/topic/workhours/fmla
Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or work. Time taken off work due to pregnancy complications can be counted against the 12 weeks of family and medical leave. Special rules apply to employees of local education agencies.
https://www.dol.gov/agencies/whd/fact-sheets/28-fmla
Only eligible employees are entitled to take FMLA leave. An eligible employee is one who: Works for a covered employer; Has worked for the employer for at least 12 months; Has at least 1,250 hours of service for the employer during the 12 month period immediately preceding the leave *; and
https://www.electronicink.com/how-many-fmla-hours-are-allowed-per-year/
The FMLA allows employees to take up to 12 workweeks of FMLA leave per year if they qualify for exigency leave, such as for a serious health condition. How Long Do I Have To Wait To Take Fmla Again? It is generally preferred not to keep an employee’s position open for so long, and to continue the employee’s insurance, as required by the FMLA.
https://www.dol.gov/agencies/whd/fmla/faq
Due to non-traditional work schedules, airline flight attendants and flight crew members are subject to special hours of service eligibility requirements under the FMLA. These employees meet the hours of service requirement if, during the 12 months prior to the beginning of their leave, they have worked or been paid for at least 60% of their applicable monthly guarantee, and have worked or been paid for at …
https://www.fmlainsights.com/fmla-faq-how-many-intermittent-fmla-leave-hours-is-an-flsa-exempt-employee-entitled-to/
A. One of the (many) headaches of managing intermittent FMLA leave is keeping track of leave in increments smaller than one work week. For non-exempt employees, employers often calculate leave entitlement as 480 hours per FMLA year (i.e., 12 weeks x 40 hrs/wk). However, the FMLA regulations urge caution when making these calculations.
https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/whdfs28i.pdf
An employee is entitled to up to 12 workweeks of FMLA leave for most qualifying reasons or up to 26 workweeks of FMLA leave for military caregiver leave. The employee’s actual workweek is the basis for determining the employee’s FMLA leave entitlement. An employee does not accrue FMLA leave at any particular hourly rate.
https://www.mranet.org/resource/12-weeks-leave-480-maximum-hours-right-wrong
If an employee would normally be required to work overtime, but is unable to do so because of a FMLA-qualifying reason, the hours the employee would have been required to work may be counted against the employee’s FMLA entitlement. An employee on a 12-hour shift working alternating 36-hour and 48-hour work weeks would be eligible for 504 hours of leave (36 hours times six weeks plus 48 hours times six …
https://www.dgs.ca.gov/OHR/Resources/Page-Content/Office-of-Human-Resources-Resources-List-Folder/Personnel-Operations-Manual/Family-and-Medical-Leave-Act
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 workweeks of leave to care for a covered serviceman during a 12 month period. ELIGIBILITY Employees are eligible if they have worked for at least one year and for 1,250 hours over the previous 12 months with the same employer (State of California).
https://www.nolo.com/legal-encyclopedia/when-12-weeks-fmla-leave-renew.html
The FMLA gives employers four options for calculating the leave year. Depending on which method your company uses, your time off might be limited for now. For most types of leave, the FMLA gives employees the right to take up to 12 weeks of unpaid time off in a 12-month period.
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