by Meryl Gutterman, formerly of Nukk-Freeman & Cerra, P.C.
When an employee requests leave for health, medical, parenting or military reasons, the employer must determine whether the leave qualifies under the federal Family and Medical Leave Act (FMLA).
In this guide, learn about:
- Step 1: Confirm employee has met FMLA notice obligations
- Step 2: Meet with employee and provide eligibility notice
- Step 3: Provide employee with rights and responsibilities notice
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About the author
Nukk-Freeman & Cerra, P.C.
Operating in the New York Metropolitan area, Nukk-Freeman & Cerra is completely dedicated to the practice of employment law. They have expertise in all areas of employment and benefits law and have litigated employment cases in state and federal courts and before administrative agencies.
In addition to litigation defense, Nukk-Freeman & Cerra’s practice areas provide an array of services to help businesses remain compliant including employment practices training, workplace audits, policy and document preparation, compensation and employee benefits consulting, workplace investigations and labor relations matters such as negotiating collective bargaining agreements and providing union avoidance training.
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