The Family and Medical Leave Act (FMLA) can be incredibly confusing, especially when an employee is taking leave not to care for himself, but to care for others. And to make it more confusing, caring for others includes “providing psychological comfort and reassurance which would be beneficial to a child, spouse or parent with a serious health condition who is receiving inpatient or home care.” Are there limits on what counts as psychological comfort and reassurance?
Although it may seem limitless, there are some boundaries that have come out of a few recent court cases. Our partners at Bradley Arant Boult Cummings have written an article called “Are There Limits to Providing ‘Psychological Comfort’ Under the FMLA?” which uses these cases to help you understand what qualifies under the FMLA and what doesn’t.
To read the article, click here.