Content Overview 
- Summary
- What If I Need More Than 12 Weeks Off Of Work?
- What Happens To My Salary If I Take Leave Under The FMLA?
- Does An Employer Have To Pay Bonuses To An Employee Who Has Been On FMLA Leave?
- What's The Relationship Between The FMLA And The Continuation Of Health Coverage Under COBRA?
- Can My Employer Retaliate Against Me For Asking For Time Off Under The FMLA?
- What If A Collective Bargaining Agreement Requires More Than FMLA?
- Does FMLA Affect Employee-Pay-All Benefits?
- How Is The 12 Month FMLA Period Determined?
- How Is Time Off Counted?
- What Questions Can An Employer Ask To A Professional Who Certifies FMLA Need?
- What If I Accept A Light Duty Assignment When I Return To Work?
Family and Medical Leave Act (FMLA) -- Frequently Asked Questions
What If I Accept A Light Duty Assignment When I Return To Work?
« Previous12/12
If you accept a light duty assignment while recovering from a serious health condition, you are not considered to be on FMLA leave. The result is that if you are doing a light duty assignment at the end of the 12-month leave year period that your employer uses to calculate FMLA leave, you will lose your right to restoration to your regular job after the end of the year. For example, if your employer uses a calendar year as the 12 month leave year, if you are still doing light duty on December 31, as of January 1 you will not have a right to be reinstated to your original job.
Please share how this information is useful to you.
0 Comments
Post a Comment Have something to add to this topic? Contact Us.
Get Your Personal Guide