For employees faced with a personal situation that requires an extended period of time away from work, you may be eligible to take a leave of absence.
A leave of absence will likely fall under one of two categories, including a “Personal Leave of Absence” or leave through the “Family and Medical Leave Act (FMLA).”
Let’s explore the FMLA first.
If you or a family member were injured in the house fire, you may be eligible for leave under the FMLA, which is a federal law that took effect in 1993. The law helps balance workplace demands with the medical needs of employees and their families.
Under the FMLA, you are entitled to take up to 12 weeks of unpaid leave during a 12-month period for your own serious health condition, or to care for an immediate family member who has a serious health condition. If you're going to be caregiver to an "immediate family member," know your state's definition of who is defined and qualified as an “immediate family member.” Federal law defines “immediate family members” as parents, spouses and children. However, some states have expanded the definition to include a domestic partner, a parent-in-law, a sibling and a grandparent.
Now let’s look at a “Personal Leave of Absence.”
If you or an “immediate family member” was not injured in the house fire, you may still be eligible for a leave of absence to deal with stress and work of recovering from a house fire. Start by reviewing your company’s employee handbook to learn about its leave of absence policy. You can also talk to your human resources department.
There are several things to consider when requesting a persona leave of absence:
We hope you have found this information to be helpful to you. Please feel free to reach out to us with any questions. We want to help you not only survive, but thrive after your house fire tragedy.