FMLA: District of Columbia
- District of Columbia
- Covered Employers
- Employee Eligibility
- Purposes and Length of Leave
- Family Leave
- Who Qualifies as a Family Member?
- A Child
- Committed Relationships
- Medical Leave
- Pay During Family and Medical Leave
- Use of Paid Time Off While on Family Leave
- Use of Paid Time Off While on Medical Leave
- Paid Sick Leave
- Notice and Certification Requirements
- Employer Notice Requirements
- Employee Notice Requirements
- Certifications of the Need for Leave
- Employer Challenges to Certification
- Benefits During Leave
- Alternative Employment in Lieu of Leave
- Prohibited Acts
- Collective Bargaining Agreements
- Future Developments
- Additional Resources
The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
Author: Peter J. Petesch, Littler Mendelson, P.C.
- The District of Columbia Family and Medical Leave Act of 1990 (DC FMLA) provides eligible employees with the right to take leave for certain family and medical-related reasons. To the extent federal and state laws differ, whichever law provides greater benefits and protection to the employee will apply. See Covered Employers.
- While on leave, employees are protected with respect to certain reemployment and benefit rights. See Reinstatement.
- The DC FMLA differs from the federal Family and Medical Leave Act (FMLA) in several important respects. For instance, it covers more employers than those required to provide leave under FMLA and broadens the definition of who constitutes a family member for purposes of determining whether an employee is entitled to take time off to care for that family member. See Covered Employers; Purposes and Length of Leave.
- Paid sick leave is available to eligible employees, and the amount of paid sick leave available varies by the size of the employer and the amount of hours the employee works. See Paid Sick Leave.