5. A job is guaranteed to you, but not necessarily the same job you had before. Ideally, your company will be able to restore you to the same job you had before. But that isn't what's guaranteed. According to the Department of Labor website, "an employee must be restored to the employee's original job, or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment."
"Employers have a broader obligation to all of their employees to run and operate their businesses appropriately, and to continue to do business," Grant says. "We're talking about a quarter of the year's worth of leave."
"You won't leave as a manager and then come back working as a well-paid subordinate. Equivalent means that if you left a manager, you return a manager. However, you might leave as manager of 'Y' and then come back to be manager of a complementary function of the business," Grant continues.
6. You may request additional time to care for a member of the military. Under the FMLA, you may take up to 26 weeks of leave in a single 12-month period to care for a covered service member with a serious health condition, provided that you're the service member's spouse, child, parent or the nearest blood relative who has been granted legal custody of the injured service member. The same stipulations for employee and employer eligibility apply, and covered service members means someone in the regular or reserved Armed Forces who was on active duty or was called to active duty.
There are numerous other regulations and provisions to cipher if you're considering leave under the FMLA. For complete information on how the law may work for you, visit the Department of Labor's website.