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<blockquote data-quote="MAKAVELI" data-source="post: 3320948" data-attributes="member: 43825">I&#039;m pretty sure that would fall under other terms and conditions of employment.<a href="https://www.dol.gov/whd/regs/compliance/whdfs28.htm" target="_blank">Fact Sheet - Wage and Hour Division (WHD) - U.S. Department of Labor</a>Upon return from FMLA leave, an employee must be restored to his or her original job or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment. An employee’s use of FMLA leave cannot be counted against the employee under a “no-fault” attendance policy. Employers are also required to continue group health insurance coverage for an employee on FMLA leave under the same terms and conditions as if the employee had not taken leave. See <a href="https://www.dol.gov/whd/regs/compliance/whdfs28a.htm" target="_blank">Fact Sheet 28A</a>: Employee Protections under the Family and Medical Leave Act</blockquote>

[QUOTE="MAKAVELI, post: 3320948, member: 43825"] I'm pretty sure that would fall under other terms and conditions of employment. [URL='https://www.dol.gov/whd/regs/compliance/whdfs28.htm']Fact Sheet - Wage and Hour Division (WHD) - U.S. Department of Labor[/URL] Upon return from FMLA leave, an employee must be restored to his or her original job or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment. An employee’s use of FMLA leave cannot be counted against the employee under a “no-fault” attendance policy. Employers are also required to continue group health insurance coverage for an employee on FMLA leave under the same terms and conditions as if the employee had not taken leave. [I]See[/I] [URL='https://www.dol.gov/whd/regs/compliance/whdfs28a.htm']Fact Sheet 28A[/URL]: Employee Protections under the Family and Medical Leave Act [/QUOTE]

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