The FMLA provides eligible employees with unpaid, job-protected leave for certain family and medical reasons, such as the birth or adoption of a child, the serious illness of a spouse, child, or parent, or the employee's own serious illness.

Employees are eligible for FMLA leave if they have worked for their employer for at least 12 months and have worked at least 1,250 hours during the 12-month period immediately preceding the leave.

Eligible employees are entitled to up to 12 weeks of unpaid leave per year for certain family and medical reasons.

The qualifying reasons for FMLA leave include the birth or adoption of a child, the serious illness of a spouse, child, or parent, and the employee's own serious illness.

Employees are required to provide their employer with at least 30 days' notice before taking FMLA leave, unless it is an emergency situation.

The employer's obligation during FMLA leave is to reinstate the employee to the same or an equivalent position upon their return from leave.

The penalty for an employer who violates the FMLA may include being required to pay back pay and benefits to the employee, being required to reinstate the employee to their former position, and being fined.

The statute of limitations for filing a lawsuit under the FMLA is two years.

The serious illness of a grandparent is not a qualifying reason for FMLA leave.

An employee can take up to 12 weeks of leave under the FMLA for the birth or adoption of a child.

An employee can take up to 12 weeks of leave under the FMLA for the serious illness of a spouse, child, or parent.

An employee can take up to 12 weeks of leave under the FMLA for their own serious illness.

The maximum amount of leave an employee can take under the FMLA in a single year is 12 weeks.

The maximum amount of leave an employee can take under the FMLA during their lifetime is 24 weeks.