Subscribe Now!
Free Daily News, Jobs, Webcasts, Discussions
Display and Distribute
Your Job Openings
COVID-19 News
COVID-19 Webcasts

Featured Jobs

Document Specialist

Definiti
(Telecommute / University Place WA / The Woodlands TX / Erie PA / Dallas TX / FL)

Definiti logo

Associate

Actuarial Benefits & Design Company
(Telecommute / VA)

Client Manager

CMC Pension Professionals
(Telecommute / CA)

CMC Pension Professionals logo

Retirement Plan Administrator

Carpenter Morse Group
(Telecommute / Longwood FL)

Carpenter Morse Group logo

ESOP Administrator -- Sign-on bonus!

Blue Ridge ESOP Associates
(Telecommute)

Blue Ridge ESOP Associates logo

Retirement Plan Consultant

Definiti
(Telecommute / Dallas TX / University Place WA / The Woodlands TX)

Definiti logo

Retirement Plan Administrator

Atlantic Pension Services Inc
(Telecommute / Kennett Square PA)

Atlantic Pension Services Inc logo

Pensions Plan Administrator

Quantech Pensions LLC
(Anaheim CA)

401(k) Plan Administrator -- Sign-on bonus!

Blue Ridge ESOP Associates
(Telecommute)

Blue Ridge ESOP Associates logo

Retirement Plan Distribution Specialist

Karel-Gordon & Associates
(Northbrook IL)

Karel-Gordon & Associates logo

Manager, Defined Contribution Administration

Definiti
(Telecommute / The Woodlands TX / University Place WA / Dallas TX / Erie PA / Canonsburg PA / West Palm Beach FL)

Definiti logo

Free Daily News and Jobs

“BenefitsLink continues to be the most valuable resource we have at the firm.”

-- An attorney subscriber

Mobile App image LinkedIn icon
Twitter icon
Facebook icon

<< Previous news item   |   Next news item >>



Designating Leave to Care for a Same-Sex Spouse as FMLA Leave Can Bring Unintended Consequences
Benefits Bryan Cave Link to more items from this source
May 27, 2014
"[An] employee who is granted FMLA leave to care for his same-sex spouse despite residing in a state that does not recognize same-sex marriage, and who is later denied additional FMLA leave for his own serious health condition on the grounds that he has used up his FMLA entitlement for the applicable 12-month period, could pursue an FMLA claim against the company. His argument would be that the previous leave to care for his same-sex spouse should not have been counted as FMLA leave, and therefore the incorrect notices from his employer and the subsequent denial of his request for additional FMLA leave interfered with his rights under the FMLA."

Please click here to report this link if it is broken (for example, if you see a "404 File Not Found" error message after you click on the link above).
An important word about authorship: BenefitsLink® is providing a hypertext link to the item shown above, but is not the author of the item (unless otherwise specified).
© 2021 BenefitsLink.com, Inc.