Legal Question in Medical Leave in Ohio

Re: Accrued sick leave and FMLA

FMLA leave can run concurrently with other paid leave offered by the employer (and it often is designated by employers in this way to prevent employees from stacking paid leave and FMLA leave). The FMLA is designed to insure 12 weeks of leave for serious medical conditions; it was not designed to give employees an additional 12 weeks of leave beyond what is voluntarily provided by employers. There are Department of Labor regulations that impose certain notice requirements on employers in designating leave as FMLA leave, but some of them are up in the air because of a U.S. Supreme Court case that partially struck down one of these regulations often relied on by employees in claiming FMLA violations. Your post is not clear as to whether your employer�s notice (or lack of notice) is an issue, so I will address the notice requirements (which, because of the Supreme Court case, are not as clear as they once were). If lack of proper notice is an issue (e.g., if your employer designated leave as FMLA leave after the leave had already been taken), feel free to submit another post with additional details.