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https://www.dol.gov/agencies/whd/fmla/pandemic#:~:text=Employees%20are%20eligible%20to%20take%20FMLA%20leave%20if,are%20employed%20by%20the%20employer%20within%2075%20miles.
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
ELIGIBLE EMPLOYEES. 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.dol.gov/sites/dolgov/files/WHD/legacy/files/whdfs28f.pdf
Sheet 28M(c): Qualifying Exigency leave under the FMLA. An employee may take qualifying exigency leave for the deployment of a son or daughter of any age. An eligible employee may also take up to 26 workweeks of FMLA leave in a single 12-month period: • To care for a covered servicemember with a serious injury or illness if the employee is the
https://www.electronicink.com/how-to-qualify-for-fmla/
What Is An Fmla Qualifying Absence? The FMLA allows employees to take leave if they: work for a covered employer; have worked 1,250 hours during the 12 months prior to the start of leave; and ( if they are flight crew members, they are eligible for special hours of service).
https://www.dol.gov/agencies/whd/fmla/faq
(Q) How much FMLA leave may I take for qualifying exigencies? 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. Qualifying exigency leave may also be taken on an intermittent or reduced leave schedule basis.
https://www.dol.gov/agencies/whd/fmla
any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military …
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