[Congressional Bills 117th Congress]
[From the U.S. Government Publishing Office]
[H. Res. 1516 Engrossed in House (EH)]
<DOC>
H. Res. 1516
In the House of Representatives, U. S.,
December 14, 2022.
Resolved,
SECTION 1. APPROVAL OF REGULATIONS RELATING TO FAMILY AND MEDICAL LEAVE ACT.
(a) In General.--The regulations described in subsection (b) are hereby
approved, insofar as such regulations apply to covered employees of the House of
Representatives under the Congressional Accountability Act of 1995 and to the
extent such regulations are consistent with the provisions of such Act.
(b) Regulations Approved.--The regulations described in this subsection are
the regulations issued by the Office of Congressional Workplace Rights on
December 7, 2021, under section 202(e) of the Congressional Accountability Act
of 1995 to implement section 202 of such Act (relating to the application of
sections 101 through 105 of the Family and Medical Leave Act of 1993), as
published in the Congressional Record on December 7, 2021 (Volume 167, daily
edition) on pages H7230 through H7258, and stated as follows:
``Sec. 825.1 Purpose and scope
``(a) Section 202 of the Congressional Accountability Act (CAA) (2 U.S.C.
1312) applies the rights and protections of sections 101 through 105 of the
Family and Medical Leave Act of 1993 (FMLA) (29 U.S.C. 2611-2615) to covered
employees. (The term `covered employee' is defined in section 101(3) of the CAA
(2 U.S.C. 1301(3)). See 825.102 of these regulations for that definition.) The
purpose of this part is to set forth the regulations to carry out the provisions
of section 202 of the CAA.
``(b) These regulations are issued by the Board of Directors (Board) of the
Office of Congressional Workplace Rights, pursuant to sections 202(d) and 304 of
the CAA, which direct the Board to promulgate regulations implementing section
202 that are `the same as substantive regulations promulgated by the Secretary
of Labor to implement the statutory provisions referred to in subsection (a) [of
section 202 of the CAA] except insofar as the Board may determine, for good
cause shown . . . that a modification of such regulations would be more
effective for the implementation of the rights and protections under this
section.'. The regulations issued by the Board herein are on all matters for
which section 202 of the CAA requires regulations to be issued. Specifically, it
is the Board's considered judgment, based on the information available to it at
the time of the promulgation of these regulations, that, with the exception of
regulations adopted and set forth herein, there are no other `substantive
regulations promulgated by the Secretary of Labor to implement the statutory
provisions referred to in subsection (a) [of section 202 of the CAA].'.
``(c) On December 20, 2019, Congress enacted the Federal Employee Paid Leave
Act (subtitle A of title LXXVI of division F of the National Defense
Authorization Act for Fiscal Year 2020, Public Law 116-92, December 20, 2019)
(FEPLA). FEPLA amended the FMLA to allow most Federal employees, including
eligible employees in the legislative branch, to substitute up to 12 weeks of
paid parental leave (PPL) for unpaid FMLA leave granted in connection with the
birth of an employee's son or daughter or for the placement of a son or daughter
with an employee for adoption or foster care.
In order to implement FEPLA in the legislative branch, the Board is amending its
substantive FMLA regulations pursuant to the CAA rulemaking procedures set forth
at sections 202(d) and 304 of the CAA. The Secretary of Labor has not
promulgated FEPLA regulations, however, because FEPLA does not extend PPL to
private sector employees or other employees directly covered by FMLA title I.
The Board has determined that these circumstances constitute good cause for
modification of its substantive FMLA regulations in order to effectively
implement FEPLA's rights and protections to covered employees in the legislative
branch.
``(d) In promulgating these regulations, the Board has made certain
technical and nomenclature changes to the regulations as promulgated by the
Secretary. Such changes are intended to make the provisions adopted accord more
naturally to situations in the legislative branch. However, by making these
changes, the Board does not intend a substantive difference between these
regulations and those of the Secretary from which they are derived. Moreover,
such changes, in and of themselves, are not intended to constitute an
interpretation of the regulation or of the statutory provisions of the CAA upon
which they are based.
``(e) Pursuant to section 304(b)(4) of the CAA, (2 U.S.C. 1384(b)(4)), the
Board of Directors is required to recommend to Congress a method of approval for
these regulations. As the Board has adopted the same regulations for the Senate,
the House of Representatives, and the other covered entities and facilities, it
therefore recommends that the adopted regulations be approved by concurrent
resolution of the Congress.
``Subpart A--Coverage Under The Family And Medical Leave Act, As Made Applicable
By The Congressional Accountability Act
``Sec. 825.100 The Family and Medical Leave Act
``(a) The Family and Medical Leave Act of 1993 (FMLA), as made applicable by
the Congressional Accountability Act (CAA), allows eligible employees of an
employing office to take job-protected, unpaid leave, or to substitute
appropriate paid leave if the employee has earned or accrued it, for up to a
total of 12 workweeks in any 12 months (See 825.200(b)) because of the birth of
a child and to care for the newborn child, because of the placement of a child
with the employee for adoption or foster care, because the employee is needed to
care for a family member (child, spouse, or parent) with a serious health
condition, because the employee's own serious health condition makes the
employee unable to perform the functions of his or her job, or because of any
qualifying exigency arising out of the fact that the employee's spouse, son,
daughter, or parent is a military member on active duty or call to covered
active duty status (or has been notified of an impending call or order to
covered active duty). In addition, eligible employees of a covered employing
office may take job-protected, unpaid leave, or substitute appropriate paid
leave if the employee has earned or accrued it, for up to a total of 26
workweeks in a single 12-month period to care for a covered servicemember with a
serious injury or illness. In certain cases, FMLA leave may be taken on an
intermittent basis rather than all at once, or the employee may work a part-time
schedule.
``(b) An employee on FMLA leave is also entitled to have health benefits
maintained while on leave as if the employee had continued to work instead of
taking the leave. If an employee was paying all or part of the premium payments
prior to leave, the employee would continue to pay his or her share during the
leave period. Subject to 825.208(k), the employing office or a disbursing or
other financial office may recover its share only if the employee does not
return to work for a reason other than the serious health condition of the
employee or the employee's covered family member, the serious injury or illness
of a covered servicemember, or another reason beyond the employee's control.
``(c) An employee generally has a right to return to the same position or an
equivalent position with equivalent pay, benefits, and working conditions at the
conclusion of the leave. The taking of FMLA leave cannot result in the loss of
any benefit that accrued prior to the start of the leave.
``(d) The employing office generally has a right to advance notice from the
employee. In addition, the employing office may require an employee to submit
certification to substantiate that the leave is due to the serious health
condition of the employee or the employee's covered family member, due to the
serious injury or illness of a covered servicemember, or because of a qualifying
exigency. Failure to comply with these requirements may result in a delay in the
start of FMLA leave. Pursuant to a uniformly applied policy, the employing
office may also require that an employee present a certification of fitness to
return to work when the absence was caused by the employee's serious health
condition (See 825.312 and 825.313)). The employing office may delay restoring
the employee to employment without such certificate relating to the health
condition which caused the employee's absence.
``Sec. 825.101 Purpose of the FMLA
``(a) FMLA is intended to allow employees to balance their work and family
life by taking reasonable unpaid leave for medical reasons, for the birth or
adoption of a child, for the care of a child, spouse, or parent who has a
serious health condition, for the care of a covered servicemember with a serious
injury or illness, or because of a qualifying exigency arising out of the fact
that the employee's spouse, son, daughter, or parent is a military member on
covered active duty or call to covered active duty status. The FMLA is intended
to balance the demands of the workplace with the needs of families, to promote
the stability and economic security of families, and to promote national
interests in preserving family integrity. It was intended that the FMLA
accomplish these purposes in a manner that accommodates the legitimate interests
of employing offices, and in a manner consistent with the Equal Protection
Clause of the Fourteenth Amendment in minimizing the potential for employment
discrimination on the basis of sex, while promoting equal employment opportunity
for men and women.
``(b) The FMLA was predicated on two fundamental concerns--the needs of the
American workforce, and the development of high-performance organizations.
Increasingly, America's children and elderly are dependent upon family members
who must spend long hours at work. When a family emergency arises, requiring
workers to attend to seriously-ill children or parents, or to newly-born or
adopted infants, or even to their own serious illness, workers need reassurance
that they will not be asked to choose between continuing their employment, and
meeting their personal and family obligations or tending to vital needs at home.
``(c) The FMLA is both intended and expected to benefit employing offices as
well as their employees. A direct correlation exists between stability in the
family and productivity in the workplace. FMLA will encourage the development of
high-performance organizations. When workers can count on durable links to their
workplace they are able to make their own full commitments to their jobs. The
record of hearings on family and medical leave indicate the powerful productive
advantages of stable workplace relationships, and the comparatively small costs
of guaranteeing that those relationships will not be dissolved while workers
attend to pressing family health obligations or their own serious illness.
``Sec. 825.102 Definitions
``For purposes of this part:
``(1) ADA means the Americans with Disabilities Act (42 U.S.C. 12101
et seq., as amended), as made applicable by the Congressional
Accountability Act.
``(2) Birth means the delivery of a child. When the term `birth'
under this subpart is used in connection with the use of leave before
birth, it refers to an anticipated birth.
``(3) CAA means the Congressional Accountability Act of 1995 (Pub.
Law 104-1, 109 Stat. 3, 2 U.S.C. 1301 et seq., as amended).
``(4) COBRA means the continuation coverage requirements of Title X
of the Consolidated Omnibus Budget Reconciliation Act of 1986 (Pub. Law
99-272, title X, section 10002; 100 Stat. 227; 29 U.S.C. 1161-1168).
``(5) Contingency operation means a military operation that:
``(A) Is designated by the Secretary of Defense as an
operation in which members of the Armed Forces are or may become
involved in military actions, operations, or hostilities against
an enemy of the United States or against an opposing military
force; or
``(B) Results in the call or order to, or retention on,
active duty of members of the uniformed services under section
688, 12301(a), 12302, 12304, 12305, or 12406 of Title 10 of the
United States Code, chapter 15 of Title 10 of the United States
Code, or any other provision of law during a war or during a
national emergency declared by the President or Congress. See
also 825.126(a)(2).
``(6) Continuing treatment by a health care provider means any one
of the following:
``(A) Incapacity and treatment. A period of incapacity of
more than three consecutive, full calendar days, and any
subsequent treatment or period of incapacity relating to the
same condition, that also involves:
``(i) Treatment two or more times, within 30 days of
the first day of incapacity, unless extenuating
circumstances exist, by a health care provider, by a
nurse under direct supervision of a health care
provider, or by a provider of health care services
(e.g., physical therapist) under orders of, or on
referral by, a health care provider; or
``(ii) Treatment by a health care provider on at
least one occasion, which results in a regimen of
continuing treatment under the supervision of the health
care provider.
``(iii) The requirement in paragraphs (i) and (ii)
of this definition for treatment by a health care
provider means an in-person visit to a health care
provider. The first in-person treatment visit must take
place within seven days of the first day of incapacity.
``(iv) Whether additional treatment visits or a
regimen of continuing treatment is necessary within the
30-day period shall be determined by the health care
provider.
``(v) The term `extenuating circumstances' in
paragraph (i) means circumstances beyond the employee's
control that prevent the follow-up visit from occurring
as planned by the health care provider. Whether a given
set of circumstances are extenuating depends on the
facts. See also 825.115(a)(5).
``(B) Pregnancy or prenatal care. Any period of incapacity
due to pregnancy, or for prenatal care. See also 825.120.
``(C) Chronic conditions. Any period of incapacity or
treatment for such incapacity due to a chronic serious health
condition. A chronic serious health condition is one which:
``(i) Requires periodic visits (defined as at least
twice a year) for treatment by a health care provider,
or by a nurse under direct supervision of a health care
provider;
``(ii) Continues over an extended period of time
(including recurring episodes of a single underlying
condition); and
``(iii) May cause episodic rather than a continuing
period of incapacity (e.g., asthma, diabetes, epilepsy,
etc.).
``(D) Permanent or long-term conditions. A period of
incapacity which is permanent or long-term due to a condition
for which treatment may not be effective. The employee or family
member must be under the continuing supervision of, but need not
be receiving active treatment by, a health care provider.
Examples include Alzheimer's, a severe stroke, or the terminal
stages of a disease.
``(E) Conditions requiring multiple treatments. Any period
of absence to receive multiple treatments (including any period
of recovery therefrom) by a health care provider or by a
provider of health care services under orders of, or on referral
by, a health care provider, for:
``(i) Restorative surgery after an accident or other
injury; or
``(ii) A condition that would likely result in a
period of incapacity of more than three consecutive full
calendar days in the absence of medical intervention or
treatment, such as cancer (chemotherapy, radiation,
etc.), severe arthritis (physical therapy), kidney
disease (dialysis).
``(F) Absences attributable to incapacity under paragraphs
(A) or (B) of this definition qualify for FMLA leave even though
the employee or the covered family member does not receive
treatment from a health care provider during the absence, and
even if the absence does not last more than three consecutive,
full calendar days. For example, an employee with asthma may be
unable to report for work due to the onset of an asthma attack
or because the employee's health care provider has advised the
employee to stay home when the pollen count exceeds a certain
level. An employee who is pregnant may be unable to report to
work because of severe morning sickness.
``(7) Covered active duty or call to covered active duty status
means:
``(A) In the case of a member of the Regular Armed Forces,
duty during the deployment of the member with the Armed Forces
to a foreign country; and,
``(B) In the case of a member of the Reserve components of
the Armed Forces, duty during the deployment of the member with
the Armed Forces to a foreign country under a Federal call or
order to active duty in support of a contingency operation
pursuant to: Section 688 of Title 10 of the United States Code,
which authorizes ordering to active duty retired members of the
Regular Armed Forces and members of the retired Reserve who
retired after completing at least 20 years of active service;
Section 12301(a) of Title 10 of the United States Code, which
authorizes ordering all reserve component members to active duty
in the case of war or national emergency; Section 12302 of Title
10 of the United States Code, which authorizes ordering any unit
or unassigned member of the Ready Reserve to active duty;
Section 12304 of Title 10 of the United States Code, which
authorizes ordering any unit or unassigned member of the
Selected Reserve and certain members of the Individual Ready
Reserve to active duty; Section 12305 of Title 10 of the United
States Code, which authorizes the suspension of promotion,
retirement or separation rules for certain Reserve components;
Section 12406 of Title 10 of the United States Code, which
authorizes calling the National Guard into Federal service in
certain circumstances; chapter 15 of Title 10 of the United
States Code, which authorizes calling the National Guard and
State military into Federal service in the case of insurrections
and national emergencies; or any other provision of law during a
war or during a national emergency declared by the President or
Congress so long as it is in support of a contingency operation.
See 10 U.S.C. 101(a)(13)(B). See also 825.126(a).
``(8) Covered employee as defined in the CAA, means any employee
of--(1) the House of Representatives; (2) the Senate; (3) the Office of
Congressional Accessibility Services; (4) the Capitol Police; (5) the
Congressional Budget Office; (6) the Office of the Architect of the
Capitol; (7) the Office of the Attending Physician; (8) the Office of
Congressional Workplace Rights; (9) the Library of Congress; (10) the
Stennis Center for Public Service; (11) the Office of Technology
Assessment; (12) the China Review Commission; (13) the Congressional
Executive China Commission; (14) the Helsinki Commission; or (15) the
United States Commission on International Religious Freedom.
``(9) Covered servicemember means:
``(A) A current member of the Armed Forces, including a
member of the National Guard or Reserves, who is undergoing
medical treatment, recuperation, or therapy, is otherwise in
outpatient status, or is otherwise on the temporary disability
retired list, for a serious injury or illness, or
``(B) A covered veteran who is undergoing medical treatment,
recuperation, or therapy for a serious injury or illness.
``(10) Covered veteran means an individual who was a member of the
Armed Forces (including a member of the National Guard or Reserves), and
was discharged or released under conditions other than dishonorable at
any time during the five-year period prior to the first date the
eligible employee takes FMLA leave to care for the covered veteran. See
825.127(b)(2).
``(11) Eligible employee as defined in the CAA, means:
``(A) For purposes of leave under subparagraphs (a)(1) or
(a)(2) of section 825.112 [or subsections (A) or (B) of section
102(a)(1) of the FMLA], a covered employee as defined in the
CAA.
``(B) For purposes of leave under subparagraphs (a)(3)-(6)
of section 825.112 [or subsections (C)-(F) of section 102(a)(1)
of the FMLA], a covered employee who has been employed for a
total of at least 12 months in any employing office on the date
on which any FMLA leave is to commence, except that an employing
office need not consider any period of previous employment that
occurred more than seven years before the date of the most
recent hiring of the employee, unless:
``(i) The break in service is occasioned by the
fulfillment of the employee's Uniformed Services
Employment and Reemployment Rights Act (USERRA), 38
U.S.C. 4301, et seq., covered service obligation (the
period of absence from work due to or necessitated by
USERRA-covered service must be also counted in
determining whether the employee has been employed for
at least 12 months by any employing office, but this
section does not provide any greater entitlement to the
employee than would be available under the USERRA, as
made applicable by the CAA); or
``(ii) A written agreement, including a collective
bargaining agreement, exists concerning the employing
office's intention to rehire the employee after the
break in service (e.g., for purposes of the employee
furthering his or her education or for childrearing
purposes); and
``(C) Who, on the date on which any FMLA leave is to
commence, has met the hours of service requirement by having
been employed for at least 1,250 hours of service with an
employing office during the previous 12-month period, except
that:
``(i) An employee returning from fulfilling his or
her USERRA-covered service obligation shall be credited
with the hours of service that would have been performed
but for the period of absence from work due to or
necessitated by USERRA-covered service in determining
whether the employee met the hours of service
requirement (accordingly, a person reemployed following
absence from work due to or necessitated by USERRA-
covered service has the hours that would have been
worked for the employing office added to any hours
actually worked during the previous 12-month period to
meet the hours of service requirement);
``(ii) To determine the hours that would have been
worked during the period of absence from work due to or
necessitated by USERRA-covered service, the employee's
pre-service work schedule can generally be used for
calculations; and
``(iii) Any service on active duty (as defined in 29
U.S.C. 2611(14)) by a covered employee who is a member
of the National Guard or Reserves shall be counted as
time during which such employee has been employed in an
employing office for purposes of subparagraph (C) of
this section.
``(12) Employ means to suffer or permit to work.
``(13) Employee means an employee as defined by the CAA and includes
an applicant for employment and a former employee.
``(14) Employee employed in an instructional capacity. See the
definition of Teacher in this section.
``(15) Employee of the Capitol Police means any member or officer of
the Capitol Police.
``(16) Employee of the House of Representatives means an individual
occupying a position the pay for which is disbursed by the Chief
Administrative Officer of the House of Representatives, or another
official designated by the House of Representatives, or any employment
position in an entity that is paid with funds derived from the Members'
Representational Allowance of the House of Representatives but not any
such individual employed by any entity listed in subparagraphs (3)
through (9) under the definition of covered employee above.
``(17) Employee of the Office of the Architect of the Capitol means
any employee of the Office of the Architect of the Capitol or the
Botanic Garden.
``(18) Employee of the Senate means any employee whose pay is
disbursed by the Secretary of the Senate, but not any such individual
employed by any entity listed in subparagraphs (3) through (9) under the
definition of covered employee above.
``(19) Employing Office, as defined by the CAA, means:
``(A) The personal office of a Member of the House of
Representatives or of a Senator;
``(B) A committee of the House of Representatives or the
Senate or a joint committee;
``(C) Any other office headed by a person with the final
authority to appoint, hire, discharge, and set the terms,
conditions, or privileges of the employment of an employee of
the House of Representatives or the Senate; or
``(D) The Office of Congressional Accessibility Services,
the United States Capitol Police, the Congressional Budget
Office, the Office of the Architect of the Capitol, the Office
of the Attending Physician, the Office of Congressional
Workplace Rights, the Library of Congress, the Stennis Center
for Public Service, the Office of Technology Assessment, the
United States Commission on International Religious Freedom, the
China Review Commission, the Congressional Executive China
Commission, and the Helsinki Commission.
``(20) Employment benefits means all benefits provided or made
available to employees by an employing office, including group life
insurance, health insurance, disability insurance, sick leave, annual
leave, educational benefits, and pensions, regardless of whether such
benefits are provided by a practice or written policy of an employing
office or through an employee benefit plan. The term does not include
non-employment related obligations paid by employees through voluntary
deductions such as supplemental insurance coverage. See also 825.209(a).
``(21) Family and medical leave means an employee's entitlement of
up to 12 workweeks (or 26 workweeks in the case of leave under 825.127)
of unpaid leave for certain family and medical needs, as prescribed
under the FMLA, as made applicable by the CAA.
``(22) FLSA means the Fair Labor Standards Act (29 U.S.C. 201 et
seq.), as made applicable by the CAA.
``(23) FMLA means the Family and Medical Leave Act of 1993, Public
Law 103-3 (February 5, 1993), 107 Stat. 6 (29 U.S.C. 2601 et seq., as
amended), as made applicable by the CAA.
``(24) Group health plan means the Federal Employees Health Benefits
Program and any other plan of, or contributed to by, an employing office
(including a self-insured plan) to provide health care (directly or
otherwise) to the employing office's employees, former employees, or the
families of such employees or former employees. For purposes of FMLA, as
made applicable by the CAA, the term group health plan shall not include
an insurance program providing health coverage under which employees
purchase individual policies from insurers provided that:
``(A) No contributions are made by the employing office;
``(B) Participation in the program is completely voluntary
for employees;
``(C) The sole functions of the employing office with
respect to the program are, without endorsing the program, to
permit the insurer to publicize the program to employees, to
collect premiums through payroll deductions and to remit them to
the insurer;
``(D) The employing office receives no consideration in the
form of cash or otherwise in connection with the program, other
than reasonable compensation, excluding any profit, for
administrative services actually rendered in connection with
payroll deduction; and
``(E) The premium charged with respect to such coverage does
not increase in the event the employment relationship
terminates.
``(25) Health care provider means:
``(A) The FMLA, as made applicable by the CAA, defines
health care provider as:
``(i) A doctor of medicine or osteopathy who is
authorized to practice medicine or surgery (as
appropriate) by the State in which the doctor practices;
or
``(ii) Any other person determined by the Department
of Labor to be capable of providing health care
services.
``(B) Others `capable of providing health care services'
include only:
``(i) Podiatrists, dentists, clinical psychologists,
optometrists, and chiropractors (limited to treatment
consisting of manual manipulation of the spine to
correct a subluxation as demonstrated by X-ray to exist)
authorized to practice in the State and performing
within the scope of their practice as defined under
State law;
``(ii) Nurse practitioners, nurse-midwives and
clinical social workers and physician assistants who are
authorized to practice under State law and who are
performing within the scope of their practice as defined
under State law;
``(iii) Christian Science practitioners listed with
the First Church of Christ, Scientist in Boston,
Massachusetts. Where an employee or family member is
receiving treatment from a Christian Science
practitioner, an employee may not object to any
requirement from an employing office that the employee
or family member submit to examination (though not
treatment) to obtain a second or third certification
from a health care provider other than a Christian
Science practitioner except as otherwise provided under
applicable State or local law or collective bargaining
agreement;
``(iv) Any health care provider from whom an
employing office or a group health plan's benefits
manager will accept certification of the existence of a
serious health condition to substantiate a claim for
benefits; and
``(v) A health care provider listed above who
practices in a country other than the United States, who
is authorized to practice in accordance with the law of
that country, and who is performing within the scope of
his or her practice as defined under such law.
``(C) The phrase `authorized to practice in the State' as
used in this section means that the provider must be authorized
to diagnose and treat physical or mental health conditions.
``(26) Incapable of self-care means that the individual requires
active assistance or supervision to provide daily self-care in several
of the `activities of daily living' (ADLs) or `instrumental activities
of daily living' (IADLs). Activities of daily living include adaptive
activities such as caring appropriately for one's grooming and hygiene,
bathing, dressing and eating. Instrumental activities of daily living
include cooking, cleaning, shopping, taking public transportation,
paying bills, maintaining a residence, using telephones and directories,
using a post office, etc.
``(27) Instructional employee: See the definition of Teacher in this
section.
``(28) Intermittent leave means leave taken in separate periods of
time due to a single illness or injury, birth, or placement, rather than
for one continuous period of time, and may include leave of periods from
an hour or more to several weeks. Examples of intermittent leave would
include leave taken on an occasional basis for medical appointments, or
leave taken several days at a time spread over a period of six months,
such as for chemotherapy.
``(29) Invitational travel authorization (ITA) or Invitational
travel order (ITO) mean orders issued by the Armed Forces to a family
member to join an injured or ill servicemember at his or her bedside.
See also 825.310(e).
``(30) Key employee means a salaried FMLA-eligible employee who is
among the highest paid 10 percent of all the employees employed by the
employing office within 75 miles of the employee's worksite. See also
825.217.
``(31) Mental disability: See the definition of Physical or mental
disability in this section.
``(32) Military caregiver leave means leave taken to care for a
covered servicemember with a serious injury or illness under the Family
and Medical Leave Act of 1993. See also 825.127.
``(33) Next of kin of a covered servicemember means the nearest
blood relative other than the covered servicemember's spouse, parent,
son, or daughter, in the following order of priority: blood relatives
who have been granted legal custody of the covered servicemember by
court decree or statutory provisions, brothers and sisters,
grandparents, aunts and uncles, and first cousins, unless the covered
servicemember has specifically designated in writing another blood
relative as his or her nearest blood relative for purposes of military
caregiver leave under the FMLA. When no such designation is made, and
there are multiple family members with the same level of relationship to
the covered servicemember, all such family members shall be considered
the covered servicemember's next of kin and may take FMLA leave to
provide care to the covered servicemember, either consecutively or
simultaneously. When such designation has been made, the designated
individual shall be deemed to be the covered servicemember's only next
of kin. See also 825.127(d)(3).
``(34) Office of Congressional Workplace Rights means the
independent office established in the legislative branch under section
301 of the CAA (2 U.S.C. 1381).
``(35) Outpatient status means, with respect to a covered
servicemember who is a current member of the Armed Forces, the status of
a member of the Armed Forces assigned to either a military medical
treatment facility as an outpatient; or a unit established for the
purpose of providing command and control of members of the Armed Forces
receiving medical care as outpatients. See also 825.127(b)(1).
``(36) Parent means a biological, adoptive, step or foster father or
mother or any other individual who stood in loco parentis to the
employee when the employee was a son or daughter as defined below. This
term does not include parents `in law'.
``(37) Parent of a covered servicemember means a covered
servicemember's biological, adoptive, step or foster father or mother,
or any other individual who stood in loco parentis to the covered
servicemember. This term does not include parents `in law'. See also
825.127(d)(2).
``(38) Physical or mental disability means a physical or mental
impairment that substantially limits one or more of the major life
activities of an individual. Regulations at 29 C.F.R. part 1630, issued
by the Equal Employment Opportunity Commission under the Americans with
Disabilities Act (ADA), 42 U.S.C. 12101 et seq., as amended, provide
guidance for these terms.
``(39) Reduced leave schedule means a leave schedule that reduces
the usual number of hours per workweek, or hours per workday, of an
employee.
``(40) Reserve components of the Armed Forces, for purposes of
qualifying exigency leave, include the Army National Guard of the United
States, Army Reserve, Navy Reserve, Marine Corps Reserve, Air National
Guard of the United States, Air Force Reserve, and Coast Guard Reserve,
and retired members of the Regular Armed Forces or Reserves who are
called up in support of a contingency operation. See also
825.126(a)(2)(i).
``(41) Secretary means the Secretary of Labor or authorized
representative.
``(42) Serious health condition means an illness, injury,
impairment, or physical or mental condition that involves inpatient care
as defined in 825.114 or continuing treatment by a health care provider
as defined in 825.115. Conditions for which cosmetic treatments are
administered (such as most treatments for acne or plastic surgery) are
not serious health conditions unless inpatient hospital care is required
or unless complications develop. Restorative dental or plastic surgery
after an injury or removal of cancerous growths are serious health
conditions provided all the other conditions of this regulation are met.
Mental illness or allergies may be serious health conditions, but only
if all the conditions of 825.113 are met.
``(43) Serious injury or illness means:
``(A) In the case of a current member of the Armed Forces,
including a member of the National Guard or Reserves, an injury
or illness that was incurred by the covered servicemember in the
line of duty on active duty in the Armed Forces or that existed
before the beginning of the member's active duty and was
aggravated by service in the line of duty on active duty in the
Armed Forces and that may render the servicemember medically
unfit to perform the duties of the member's office, grade, rank,
or rating; and
``(B) In the case of a covered veteran, an injury or illness
that was incurred by the member in the line of duty on active
duty in the Armed Forces (or existed before the beginning of the
member's active duty and was aggravated by service in the line
of duty on active duty in the Armed Forces) and manifested
itself before or after the member became a veteran, and is:
``(i) A continuation of a serious injury or illness
that was incurred or aggravated when the covered veteran
was a member of the Armed Forces and rendered the
servicemember unable to perform the duties of the
servicemember's office, grade, rank, or rating; or
``(ii) A physical or mental condition for which the
covered veteran has received a U.S. Department of
Veterans Affairs Service-Related Disability Rating
(VASRD) of 50 percent or greater, and such VASRD rating
is based, in whole or in part, on the condition
precipitating the need for military caregiver leave; or
``(iii) A physical or mental condition that
substantially impairs the covered veteran's ability to
secure or follow a substantially gainful occupation by
reason of a disability or disabilities related to
military service, or would do so absent treatment; or
``(iv) An injury, including a psychological injury,
on the basis of which the covered veteran has been
enrolled in the Department of Veterans Affairs Program
of Comprehensive Assistance for Family Caregivers. See
also 825.127(c).
``(44) Son or daughter means a biological, adopted, or foster child,
a stepchild, a legal ward, or a child of a person standing in loco
parentis, who is either under age 18, or age 18 or older and `incapable
of self-care because of a mental or physical disability' at the time
that FMLA leave is to commence.
``(45) Son or daughter of a covered servicemember means a covered
servicemember's biological, adopted, or foster child, stepchild, legal
ward, or a child for whom the covered servicemember stood in loco
parentis, and who is of any age. See also 825.127(d)(1).
``(46) Son or daughter on covered active duty or call to covered
active duty status means the employee's biological, adopted, or foster
child, stepchild, legal ward, or a child for whom the employee stood in
loco parentis, who is on covered active duty or call to covered active
duty status, and who is of any age. See also 825.126(a)(5).
``(47) Spouse means a husband or wife. For purposes of this
definition, husband or wife refers to the other person with whom an
individual entered into marriage as defined or recognized under State
law for purposes of marriage in the State in which the marriage was
entered into or, in the case of a marriage entered into outside of any
State, if the marriage is valid in the place where entered into and
could have been entered into in at least one State. This definition
includes an individual in a same-sex or common law marriage that either:
``(A) Was entered into in a State that recognizes such
marriages; or
``(B) If entered into outside of any State, is valid in the
place where entered into and could have been entered into in at
least one State.
``(48) Teacher (or employee employed in an instructional capacity,
or instructional employee) means an employee employed principally in an
instructional capacity by an educational agency or school whose
principal function is to teach and instruct students in a class, a small
group, or an individual setting, and includes athletic coaches, driving
instructors, and special education assistants such as signers for the
hearing impaired. The term does not include teacher assistants or aides
who do not have as their principal function actual teaching or
instructing, nor auxiliary personnel such as counselors, psychologists,
curriculum specialists, cafeteria workers, maintenance workers, bus
drivers, or other primarily noninstructional employees.
``(49) TRICARE is the health care program serving active duty
servicemembers, National Guard and Reserve members, retirees, their
families, survivors, and certain former spouses worldwide.
``Sec. 825.103 [Reserved]
``Sec. 825.104 Covered employing offices
``The FMLA, as made applicable by the CAA, covers all employing offices. As
used in the CAA, the term employing office means:
``(1) The personal office of a Member of the House of
Representatives or of a Senator;
``(2) A committee of the House of Representatives or the Senate or a
joint committee;
``(3) Any other office headed by a person with the final authority
to appoint, hire, discharge, and set the terms, conditions, or
privileges of the employment of an employee of the House of
Representatives or the Senate; or
``(4) The Office of Congressional Accessibility Services, the United
States Capitol Police, the Congressional Budget Office, the Office of
the Architect of the Capitol, the Office of the Attending Physician, the
Office of Congressional Workplace Rights, the Library of Congress, the
Stennis Center for Public Service, the China Review Commission, the
Congressional Executive China Commission, the Helsinki Commission, the
United States Commission on International Religious Freedom, and the
Office of Technology Assessment.
``Sec. 825.105 [Reserved]
``Sec. 825.106 Joint employer coverage
``(a) Where two or more employing offices exercise some control over the
work or working conditions of the employee, the employing offices may be joint
employers under FMLA, as made applicable by the CAA. Where the employee performs
work which simultaneously benefits two or more employing offices, or works for
two or more employing offices at different times during the workweek, a joint
employment relationship generally will be considered to exist in situations such
as:
``(1) Where there is an arrangement between employing offices to
share an employee's services or to interchange employees;
``(2) Where one employing office acts directly or indirectly in the
interest of the other employing office in relation to the employee; or
``(3) Where the employing offices are not completely disassociated
with respect to the employee's employment and may be deemed to share
control of the employee, directly or indirectly, because one employing
office controls, is controlled by, or is under common control with the
other employing office.
``(b) A determination of whether or not a joint employment relationship
exists is not determined by the application of any single criterion, but rather
the entire relationship is to be viewed in its totality. For example, joint
employment will ordinarily be found to exist when:
``(1) An employee, who is employed by an employing office other than
the personal office of a Member of the House of Representatives or of a
Senator, is under the actual direction and control of the Member of the
House of Representatives or Senator; or
``(2) Two or more employing offices employ an individual to work on
common issues or other matters for both or all of them.
``(c) When employing offices employ a covered employee jointly, they may
designate one of themselves to be the primary employing office, and the other or
others to be the secondary employing office(s). Such a designation shall be made
by written notice to the covered employee.
``(d) If an employing office is designated a primary employing office
pursuant to paragraph (c) of this section, only that employing office is
responsible for giving required notices to the covered employee, providing FMLA
leave, and maintenance of health benefits. Job restoration is the primary
responsibility of the primary employing office, and the secondary employing
office(s) may, subject to the limitations in 825.216, be responsible for
accepting the employee returning from FMLA leave.
``(e) If employing offices employ an employee jointly, but fail to designate
a primary employing office pursuant to paragraph (c) of this section, then all
of these employing offices shall be jointly and severally liable for giving
required notices to the employee, for providing FMLA leave, for assuring that
health benefits are maintained, and for job restoration. The employee may give
notice of need for FMLA leave, as described in 825.302 and 825.303, to whichever
of these employing offices the employee chooses. If the employee makes a written
request for restoration to one of these employing offices, that employing office
shall be primarily responsible for job restoration, and the other employing
office(s) may, subject to the limitations in 825.216, be responsible for
accepting the employee returning from FMLA leave.
``Sec. 825.107 [Reserved]
``Sec. 825.108 [Reserved]
``Sec. 825.109 [Reserved]
``Sec. 825.110 Eligible employee, general rule
``(a) Subject to the exceptions provided in 825.111, an eligible employee is
a covered employee of an employing office who:
``(1) Has been employed by any employing office for at least 12
months, and
``(2) Has been employed for at least 1,250 hours of service during
the 12-month period immediately preceding the commencement of the leave.
``(b) Any service on active duty (as defined in 29 U.S.C. 2611(14)) by a
covered employee who is a member of the National Guard or Reserves shall be
counted as time during which such employee has been employed in an employing
office for purposes of paragraph (a)(1) and (2) of this section.
``(c) The 12 months an employee must have been employed by any employing
office need not be consecutive months, provided:
``(1) Subject to the exceptions provided in paragraph (c)(2) of this
section, employment periods prior to a break in service of seven years
or more need not be counted in determining whether the employee has been
employed by any employing office for at least 12 months.
``(2) Employment periods preceding a break in service of more than
seven years must be counted in determining whether the employee has been
employed by any employing office for at least 12 months where:
``(A) The employee's break in service is occasioned by the
fulfillment of his or her Uniformed Services Employment and
Reemployment Rights Act (USERRA), 38 U.S.C. 4301, et seq.,
covered service obligation. The period of absence from work due
to or necessitated by USERRA-covered service must be also
counted in determining whether the employee has been employed
for at least 12 months by any employing office. However, this
section does not provide any greater entitlement to the employee
than would be available under the USERRA; or
``(B) A written agreement, including a collective bargaining
agreement, exists concerning the employing office's intention to
rehire the employee after the break in service (e.g., for
purposes of the employee furthering his or her education or for
childrearing purposes).
``(3) If an employee worked for two or more employing offices
sequentially, the time worked will be aggregated to determine whether it
equals 12 months.
``(4) If an employee is maintained on the payroll for any part of a
week, including any periods of paid or unpaid leave (sick, vacation)
during which other benefits or compensation are provided by the
employing office (e.g., Federal Employees' Compensation, group health
plan benefits, etc.), the week counts as a week of employment. For
purposes of determining whether intermittent/occasional/casual
employment qualifies as at least 12 months, 52 weeks is deemed to be
equal to 12 months.
``(5) Nothing in this section prevents employing offices from
considering employment prior to a continuous break in service of more
than seven years when determining whether an employee has met the 12-
month employment requirement. However, if an employing office chooses to
recognize such prior employment, the employing office must do so
uniformly, with respect to all employees with similar breaks in service.
``(d)(1) If an employee was employed by two or more employing offices,
either sequentially or concurrently, the hours of service will be aggregated to
determine whether the minimum of 1,250 hours has been reached.
``(2) Except as provided in paragraph (c)(3) of this section, whether an
employee has worked the minimum 1,250 hours of service is determined according
to the principles established under the Fair Labor Standards Act (FLSA), as
applied by section 203 of the CAA (2 U.S.C. 1313), for determining compensable
hours of work. The determining factor is the number of hours an employee has
worked for one or more employing offices as defined by the CAA. The
determination is not limited by methods of recordkeeping, or by compensation
agreements that do not accurately reflect all of the hours an employee has
worked for or been in service to the employing office. Any accurate accounting
of actual hours worked under the FLSA's principles, as made applicable by the
CAA (2 U.S.C. 1313), may be used.
``(3) An employee returning from USERRA-covered service shall be credited
with the hours of service that would have been performed but for the period of
absence from work due to or necessitated by USERRA-covered service in
determining the employee's eligibility for FMLA-qualifying leave. Accordingly, a
person reemployed following USERRA-covered service has the hours that would have
been worked for the employing office added to any hours actually worked during
the previous 12-month period to meet the hours of service requirement. In order
to determine the hours that would have been worked during the period of absence
from work due to or necessitated by USERRA-covered service, the employee's pre-
service work schedule can generally be used for calculations.
``(4) In the event an employing office does not maintain an accurate record
of hours worked by an employee, including for employees who are exempt from the
overtime requirements of the FLSA, as made applicable by the CAA and its
regulations, the employing office has the burden of showing that the employee
has not worked the requisite hours. An employing office must be able to clearly
demonstrate, for example, that full time teachers (See 825.102 for definition)
of an elementary or secondary school system, or institution of higher education,
or other educational establishment or institution (who often work outside the
classroom or at their homes) did not work 1,250 hours during the previous 12
months in order to claim that the teachers are not covered or eligible for FMLA
leave.
``(e) The determination of whether an employee meets the hours of service
requirement for any employing office and has been employed by any employing
office for a total of at least 12 months, must be made as of the date the FMLA
leave is to start. An employee may be on non-FMLA leave at the time he or she
meets the 12-month eligibility requirement, and in that event, any portion of
the leave taken for an FMLA-qualifying reason after the employee meets the
eligibility requirement would be FMLA leave. See 825.300(b) for rules governing
the content of the eligibility notice given to employees.
``Sec. 825.111 Eligible employee, birth or placement
``For purposes of leave under subparagraphs (A) or (B) of section 102(a)(1)
of the FMLA, 29 U.S.C. 2612(a)(1)(A) or (B):
``(1) an eligible employee is a covered employee of an employing
office; and
``(2) the eligibility requirements of section 825.110 shall not
apply. See also 825.120-21.
``Sec. 825.112 Qualifying reasons for leave, general rule
``(a) Circumstances qualifying for leave. Employing offices covered by FMLA
as made applicable by the CAA are required to grant leave to eligible employees:
``(1) For birth of a son or daughter, and to care for the newborn
child (See 825.120);
``(2) For the placement of a son or daughter with the employee for
adoption or foster care and the care of such son or daughter (See
825.121);
``(3) To care for the employee's spouse, son, daughter, or parent
with a serious health condition (See 825.113 and 825.122);
``(4) Because of a serious health condition that makes the employee
unable to perform the functions of the employee's job (See 825.113 and
825.123);
``(5) Because of any qualifying exigency arising out of the fact
that the employee's spouse, son, daughter, or parent is a military
member on covered active duty (or has been notified of an impending call
or order to covered active duty status) (See 825.122 and 825.126); and
``(6) To care for a covered servicemember with a serious injury or
illness if the employee is the spouse, son, daughter, parent, or next of
kin of the covered servicemember (See 825.122 and 825.127).
``(b) Equal Application. The right to take leave under FMLA, as made
applicable by the CAA, applies equally to male and female employees. A father,
as well as a mother, can take family leave for the birth, placement for
adoption, or foster care of a child.
``(c) Active employee. In situations where the employing office/employee
relationship has been interrupted, such as an employee who has been on layoff,
the employee must be recalled or otherwise be re-employed before being eligible
for FMLA leave. Under such circumstances, an eligible employee is immediately
entitled to further FMLA leave for a qualifying reason.
``Sec. 825.113 Serious health condition
``(a) For purposes of FMLA, serious health condition entitling an employee
to FMLA leave means an illness, injury, impairment, or physical or mental
condition that involves inpatient care as defined in 825.114 or continuing
treatment by a health care provider as defined in 825.115.
``(b) The term incapacity means inability to work, attend school, or perform
other regular daily activities due to the serious health condition, treatment
therefore, or recovery therefrom.
``(c) The term treatment includes (but is not limited to) examinations to
determine if a serious health condition exists and evaluations of the condition.
Treatment does not include routine physical examinations, eye examinations, or
dental examinations. A regimen of continuing treatment includes, for example, a
course of prescription medication (e.g., an antibiotic) or therapy requiring
special equipment to resolve or alleviate the health condition (e.g., oxygen). A
regimen of continuing treatment that includes the taking of over-the-counter
medications such as aspirin, antihistamines, or salves; or bed-rest, drinking
fluids, exercise, and other similar activities that can be initiated without a
visit to a health care provider, is not, by itself, sufficient to constitute a
regimen of continuing treatment for purposes of FMLA leave.
``(d) Conditions for which cosmetic treatments are administered (such as
most treatments for acne or plastic surgery) are not serious health conditions
unless inpatient hospital care is required or unless complications develop.
Ordinarily, unless complications arise, the common cold, the flu, ear aches,
upset stomach, minor ulcers, headaches other than migraine, routine dental or
orthodontia problems, periodontal disease, etc., are examples of conditions that
do not meet the definition of a serious health condition and do not qualify for
FMLA leave. Restorative dental or plastic surgery after an injury or removal of
cancerous growths are serious health conditions provided all the other
conditions of this regulation are met. Mental illness or allergies may be
serious health conditions, but only if all the conditions of this section are
met.
``Sec. 825.114 Inpatient care
``Inpatient care means an overnight stay in a hospital, hospice, or
residential medical care facility, including any period of incapacity as defined
in 825.113(b), or any subsequent treatment in connection with such inpatient
care.
``Sec. 825.115 Continuing treatment
``A serious health condition involving continuing treatment by a health care
provider includes any one or more of the following:
``(a) Incapacity and treatment. A period of incapacity of more than three
consecutive, full calendar days, and any subsequent treatment or period of
incapacity relating to the same condition, that also involves:
``(1) Treatment two or more times, within 30 days of the first day
of incapacity, unless extenuating circumstances exist, by a health care
provider, by a nurse under direct supervision of a health care provider,
or by a provider of health care services (e.g., physical therapist)
under orders of, or on referral by, a health care provider.
``(2) Treatment by a health care provider on at least one occasion,
which results in a regimen of continuing treatment under the supervision
of the health care provider.
``(3) The requirement in paragraphs (a)(1) and (2) of this section
for treatment by a health care provider means an in-person visit to a
health care provider. The first (or only) in-person treatment visit must
take place within seven days of the first day of incapacity.
``(4) Whether additional treatment visits or a regimen of continuing
treatment is necessary within the 30-day period shall be determined by
the health care provider.
``(5) The term extenuating circumstances in paragraph (a)(1) of this
section means circumstances beyond the employee's control that prevent
the follow-up visit from occurring as planned by the health care
provider. Whether a given set of circumstances are extenuating depends
on the facts. For example, extenuating circumstances exist if a health
care provider determines that a second in-person visit is needed within
the 30-day period, but the health care provider does not have any
available appointments during that time period.
``(b) Pregnancy or prenatal care. Any period of incapacity due to pregnancy,
or for prenatal care. See also 825.120.
``(c) Chronic conditions. Any period of incapacity or treatment for such
incapacity due to a chronic serious health condition. A chronic serious health
condition is one which:
``(1) Requires periodic visits (defined as at least twice a year)
for treatment by a health care provider, or by a nurse under direct
supervision of a health care provider;
``(2) Continues over an extended period of time (including recurring
episodes of a single underlying condition); and
``(3) May cause episodic rather than a continuing period of
incapacity (e.g., asthma, diabetes, epilepsy, etc.).
``(d) Permanent or long-term conditions. A period of incapacity which is
permanent or long-term due to a condition for which treatment may not be
effective. The employee or family member must be under the continuing
supervision of, but need not be receiving active treatment by, a health care
provider. Examples include Alzheimer's, a severe stroke, or the terminal stages
of a disease.
``(e) Conditions requiring multiple treatments. Any period of absence to
receive multiple treatments (including any period of recovery therefrom) by a
health care provider or by a provider of health care services under orders of,
or on referral by, a health care provider, for:
``(1) Restorative surgery after an accident or other injury; or
``(2) A condition that would likely result in a period of incapacity
of more than three consecutive, full calendar days in the absence of
medical intervention or treatment, such as cancer (chemotherapy,
radiation, etc.), severe arthritis (physical therapy), or kidney disease
(dialysis).
``(f) Absences attributable to incapacity under paragraphs (b) or (c) of
this section qualify for FMLA leave even though the employee or the covered
family member does not receive treatment from a health care provider during the
absence, and even if the absence does not last more than three consecutive, full
calendar days. For example, an employee with asthma may be unable to report for
work due to the onset of an asthma attack or because the employee's health care
provider has advised the employee to stay home when the pollen count exceeds a
certain level. An employee who is pregnant may be unable to report to work
because of severe morning sickness.
``Sec. 825.116 [Reserved]
``Sec. 825.117 [Reserved]
``Sec. 825.118 [Reserved]
``Sec. 825.119 Leave for treatment of substance abuse
``(a) Substance abuse may be a serious health condition if the conditions of
825.113 through 825.115 are met. However, FMLA leave may only be taken for
treatment for substance abuse by a health care provider or by a provider of
health care services on referral by a health care provider. On the other hand,
absence because of the employee's use of the substance, rather than for
treatment, does not qualify for FMLA leave.
``(b) Treatment for substance abuse does not prevent an employing office
from taking employment action against an employee. The employing office may not
take action against the employee because the employee has exercised his or her
right to take FMLA leave for treatment. However, if the employing office has an
established policy, applied in a non-discriminatory manner that has been
communicated to all employees, that provides under certain circumstances an
employee may be terminated for substance abuse, pursuant to that policy the
employee may be terminated whether or not the employee is presently taking FMLA
leave. An employee may also take FMLA leave to care for a covered family member
who is receiving treatment for substance abuse. The employing office may not
take action against an employee who is providing care for a covered family
member receiving treatment for substance abuse.
``Sec. 825.120 Leave for pregnancy or birth
``(a) General rules. Eligible employees are entitled to FMLA leave for
pregnancy or birth of a son or daughter and to care for the newborn child as
follows:
``(1) Both parents are entitled to FMLA leave for the birth of their
child.
``(2) Both parents are entitled to FMLA leave to be with the healthy
newborn child (i.e., bonding time) during the 12-month period beginning
on the date of birth. An employee's entitlement to FMLA leave for a
birth expires at the end of the 12-month period beginning on the date of
the birth. If the employing office permits bonding leave to be taken
beyond this period, such leave will not qualify as FMLA leave. Under
this section, both parents are entitled to FMLA leave even if the
newborn does not have a serious health condition.
``(3) Spouses who are eligible for FMLA leave and are employed by
the same employing office may be limited to a combined total of 12 weeks
of leave during any 12-month period if the leave is taken for birth of
the employee's son or daughter or to care for the child after birth, for
placement of a son or daughter with the employee for adoption or foster
care or to care for the child after placement, or to care for the
employee's parent with a serious health condition. This limitation on
the total weeks of leave applies to leave taken for the reasons
specified as long as the spouses are employed by the same employing
office. It would apply, for example, even though the spouses are
employed at two different worksites of an employing office. On the other
hand, if one spouse is ineligible for FMLA leave, the other spouse would
be entitled to a full 12 weeks of FMLA leave. Where spouses both use a
portion of the total 12-week FMLA leave entitlement for either the birth
of a child, for placement for adoption or foster care, or to care for a
parent, the spouses would each be entitled to the difference between the
amount he or she has taken individually and 12 weeks for FMLA leave for
other purposes. For example, if each spouse took six weeks of leave to
care for a healthy, newborn child, each could use an additional six
weeks due to his or her own serious health condition or to care for a
child with a serious health condition.
``(4) The expectant mother is entitled to FMLA leave for incapacity
due to pregnancy, for prenatal care, or for her own serious health
condition following the birth of the child. An expectant mother may take
FMLA leave before the birth of the child for prenatal care or if her
condition makes her unable to work. The expectant mother is entitled to
leave for incapacity due to pregnancy even though she does not receive
treatment from a health care provider during the absence, and even if
the absence does not last for more than three consecutive calendar days.
``(5) A spouse is entitled to FMLA leave if needed to care for a
pregnant spouse who is incapacitated or if needed to care for her during
her prenatal care, or if needed to care for her following the birth of a
child if she has a serious health condition. See 825.124.
``(6) Both parents are entitled to FMLA leave if needed to care for
a child with a serious health condition if the requirements of 825.113
through 825.115 and 825.122(d) are met. Thus, spouses may each take 12
weeks of FMLA leave if needed to care for their newborn child with a
serious health condition, even if both are employed by the same
employing office, provided they have not exhausted their entitlements
during the applicable 12-month FMLA leave period.
``(b) Intermittent and reduced schedule leave. An eligible employee may use
intermittent or reduced schedule leave after the birth to be with a healthy
newborn child only if the employing office agrees. For example, an employing
office and employee may agree to a part-time work schedule after the birth. If
the employing office agrees to permit intermittent or reduced schedule leave for
the birth of a child, the employing office may require the employee to transfer
temporarily, during the period the intermittent or reduced leave schedule is
required, to an available alternative position for which the employee is
qualified and which better accommodates recurring periods of leave than does the
employee's regular position. Transfer to an alternative position may require
compliance with any applicable collective bargaining agreement and Federal law
(such as the Americans with Disabilities Act, as made applicable by the CAA).
Transfer to an alternative position may include altering an existing job to
better accommodate the employee's need for intermittent or reduced leave. The
employing office's agreement is not required for intermittent leave required by
the serious health condition of the expectant mother or newborn child. See
825.202-825.205 for general rules governing the use of intermittent and reduced
schedule leave. See 825.121 for rules governing leave for adoption or foster
care. See 825.601 for special rules applicable to instructional employees of
schools.
``Sec. 825.121 Leave for adoption or foster care
``(a) General rules. Eligible employees are entitled to FMLA leave for
placement with the employee of a son or daughter for adoption or foster care and
to care for the newly placed child as follows:
``(1) Employees may take FMLA leave before the actual placement or
adoption of a child if an absence from work is required for the
placement for adoption or foster care to proceed. For example, the
employee may be required to attend counseling sessions, appear in court,
consult with his or her attorney or the doctor(s) representing the birth
parent, submit to a physical examination, or travel to another country
to complete an adoption. The source of an adopted child (e.g., whether
from a licensed placement agency or otherwise) is not a factor in
determining eligibility for leave for this purpose.
``(2) An employee's entitlement to leave for adoption or foster care
expires at the end of the 12-month period beginning on the date of the
placement. If the employing office permits leave for adoption or foster
care to be taken beyond this period, such leave will not qualify as FMLA
leave. Under this section, the employee is entitled to FMLA leave even
if the adopted or foster child does not have a serious health condition.
``(3) Spouses who are eligible for FMLA leave and are employed by
the same covered employing office may be limited to a combined total of
12 weeks of leave during any 12-month period if the leave is taken for
the placement of the employee's son or daughter or to care for the child
after placement, for the birth of the employee's son or daughter or to
care for the child after birth, or to care for the employee's parent
with a serious health condition. This limitation on the total weeks of
leave applies to leave taken for the reasons specified as long as the
spouses are employed by the same employing office. It would apply, for
example, even though the spouses are employed at two different worksites
of an employing office. On the other hand, if one spouse is ineligible
for FMLA leave, the other spouse would be entitled to a full 12 weeks of
FMLA leave. Where spouses both use a portion of the total 12-week FMLA
leave entitlement for either the birth of a child, for placement for
adoption or foster care, or to care for a parent, the spouses would each
be entitled to the difference between the amount he or she has taken
individually and 12 weeks for FMLA leave for other purposes. For
example, if each spouse took six weeks of leave to care for a healthy,
newly placed child, each could use an additional six weeks due to his or
her own serious health condition or to care for a child with a serious
health condition.
``(4) An eligible employee is entitled to FMLA leave in order to
care for an adopted or foster child with a serious health condition if
the requirements of 825.113 through 825.115 and 825.122(d) are met.
Thus, spouses may each take 12 weeks of FMLA leave if needed to care for
an adopted or foster child with a serious health condition, even if both
are employed by the same employing office, provided they have not
exhausted their entitlements during the applicable 12-month FMLA leave
period.
``(b) Use of intermittent and reduced schedule leave. An eligible employee
may use intermittent or reduced schedule leave after the placement of a healthy
child for adoption or foster care only if the employing office agrees. Thus, for
example, the employing office and employee may agree to a part-time work
schedule after the placement for bonding purposes. If the employing office
agrees to permit intermittent or reduced schedule leave for the placement for
adoption or foster care, the employing office may require the employee to
transfer temporarily, during the period the intermittent or reduced leave
schedule is required, to an available alternative position for which the
employee is qualified and which better accommodates recurring periods of leave
than does the employee's regular position. Transfer to an alternative position
may require compliance with any applicable collective bargaining agreement and
Federal law (such as the Americans with Disabilities Act, as made applicable by
the CAA). Transfer to an alternative position may include altering an existing
job to better accommodate the employee's need for intermittent or reduced leave.
The employing office's agreement is not required for intermittent leave required
by the serious health condition of the adopted or foster child. See 825.202-
825.205 for general rules governing the use of intermittent and reduced schedule
leave. See 825.120 for general rules governing leave for pregnancy and birth of
a child. See 825.601 for special rules applicable to instructional employees of
schools.
``Sec. 825.122 Definitions of covered servicemember, spouse, parent, son or
daughter, next of kin of a covered servicemember, adoption, foster
care, son or daughter on covered active duty or call to covered
active duty status, son or daughter of a covered servicemember,
and parent of a covered servicemember
``(a) Covered servicemember means:
``(1) A current member of the Armed Forces, including a member of
the National Guard or Reserves, who is undergoing medical treatment,
recuperation or therapy, is otherwise in outpatient status, or is
otherwise on the temporary disability retired list, for a serious injury
or illness; or
``(2) A covered veteran who is undergoing medical treatment,
recuperation, or therapy for a serious injury or illness. Covered
veteran means an individual who was a member of the Armed Forces
(including a member of the National Guard or Reserves), and was
discharged or released under conditions other than dishonorable at any
time during the five-year period prior to the first date the eligible
employee takes FMLA leave to care for the covered veteran. See
825.127(b)(2).
``(b) Spouse means a husband or wife. For purposes of this definition,
husband or wife refers to the other person with whom an individual entered into
marriage as defined or recognized under State law for purposes of marriage in
the State in which the marriage was entered into or, in the case of a marriage
entered into outside of any State, if the marriage is valid in the place where
entered into and could have been entered into in at least one State. This
definition includes an individual in a same-sex or common law marriage that
either:
``(1) Was entered into in a State that recognizes such marriages; or
``(2) If entered into outside of any State, is valid in the place
where entered into and could have been entered into in at least one
State.
``(c) Parent. Parent means a biological, adoptive, step, or foster father or
mother, or any other individual who stood in loco parentis to the employee when
the employee was a son or daughter as defined in paragraph (d) of this section.
This term does not include parents `in law'.
``(d) Son or daughter. For purposes of FMLA leave taken for birth or
adoption, or to care for a family member with a serious health condition, son or
daughter means a biological, adopted, or foster child, a stepchild, a legal
ward, or a child of a person standing in loco parentis, who is either under age
18, or age 18 or older and `incapable of self-care because of a mental or
physical disability' at the time that FMLA leave is to commence.
``(1) Incapable of self-care means that the individual requires
active assistance or supervision to provide daily self-care in three or
more of the activities of daily living (ADLs) or instrumental activities
of daily living (IADLs). Activities of daily living include adaptive
activities such as caring appropriately for one's grooming and hygiene,
bathing, dressing, and eating. Instrumental activities of daily living
include cooking, cleaning, shopping, taking public transportation,
paying bills, maintaining a residence, using telephones and directories,
using a post office, etc.
``(2) Physical or mental disability means a physical or mental
impairment that substantially limits one or more of the major life
activities of an individual. Regulations at 29 C.F.R. 1630.2(h), (i),
and (j), issued by the Equal Employment Opportunity Commission under the
Americans with Disabilities Act (ADA), (42 U.S.C. 12101 et seq.),
provide guidance for these terms.
``(3) Persons who are `in loco parentis' include those with day-to-
day responsibilities to care for and financially support a child, or, in
the case of an employee, who had such responsibility for the employee
when the employee was a child. A biological or legal relationship is not
necessary.
``(e) Next of kin of a covered servicemember means the nearest blood
relative other than the covered servicemember's spouse, parent, son, or
daughter, in the following order of priority: blood relatives who have been
granted legal custody of the covered servicemember by court decree or statutory
provisions, brothers and sisters, grandparents, aunts and uncles, and first
cousins, unless the covered servicemember has specifically designated in writing
another blood relative as his or her nearest blood relative for purposes of
military caregiver leave under the FMLA. When no such designation is made, and
there are multiple family members with the same level of relationship to the
covered servicemember, all such family members shall be considered the covered
servicemember's next of kin and may take FMLA leave to provide care to the
covered servicemember, either consecutively or simultaneously. When such
designation has been made, the designated individual shall be deemed to be the
covered servicemember's only next of kin. See 825.127(d)(3).
``(f) Adoption means legally and permanently assuming the responsibility of
raising a child as one's own. The source of an adopted child (e.g., whether from
a licensed placement agency or otherwise) is not a factor in determining
eligibility for FMLA leave. See 825.121 for rules governing leave for adoption.
``(g) Foster care means 24-hour care for children in substitution for, and
away from, their parents or guardian. Such placement is made by or with the
agreement of the State as a result of a voluntary agreement between the parent
or guardian that the child be removed from the home, or pursuant to a judicial
determination of the necessity for foster care, and involves agreement between
the State and foster family that the foster family will take care of the child.
Although foster care may be with relatives of the child, State action is
involved in the removal of the child from parental custody. See 825.121 for
rules governing leave for foster care.
``(h) Son or daughter on covered active duty or call to covered active duty
status means the employee's biological, adopted, or foster child, stepchild,
legal ward, or a child for whom the employee stood in loco parentis, who is on
covered active duty or call to covered active duty status, and who is of any
age. See 825.126(a)(5).
``(i) Son or daughter of a covered servicemember means the covered
servicemember's biological, adopted, or foster child, stepchild, legal ward, or
a child for whom the covered servicemember stood in loco parentis, and who is of
any age. See 825.127(d)(1).
``(j) Parent of a covered servicemember means a covered servicemember's
biological, adoptive, step, or foster father or mother, or any other individual
who stood in loco parentis to the covered servicemember. This term does not
include parents `in law.' See 825.127(d)(2).
``(k) Documenting relationships. For purposes of confirmation of family
relationship, the employing office may require the employee giving notice of the
need for leave to provide reasonable documentation or statement of family
relationship. This documentation may take the form of a simple statement from
the employee, or a child's birth certificate, a court document, etc. The
employing office is entitled to examine documentation such as a birth
certificate, etc., but the employee is entitled to the return of the official
document submitted for this purpose.
``Sec. 825.123 Unable to perform the functions of the position
``(a) Definition. An employee is unable to perform the functions of the
position where the health care provider finds that the employee is unable to
work at all or is unable to perform any one of the essential functions of the
employee's position within the meaning of the Americans with Disabilities Act
(ADA), as amended and made applicable by section 201(a) of the CAA (2 U.S.C.
1311(a)(3)). An employee who must be absent from work to receive medical
treatment for a serious health condition is considered to be unable to perform
the essential functions of the position during the absence for treatment.
``(b) Statement of functions. An employing office has the option, in
requiring certification from a health care provider, to provide a statement of
the essential functions of the employee's position for the health care provider
to review. A sufficient medical certification must specify what functions of the
employee's position the employee is unable to perform so that the employing
office can then determine whether the employee is unable to perform one or more
essential functions of the employee's position. For purposes of the FMLA, the
essential functions of the employee's position are to be determined with
reference to the position the employee held at the time notice is given or leave
commenced, whichever is earlier. See 825.306.
``Sec. 825.124 Needed to care for a family member or covered servicemember
``(a) The medical certification provision that an employee is needed to care
for a family member or covered servicemember encompasses both physical and
psychological care. It includes situations where, for example, because of a
serious health condition, the family member is unable to care for his or her own
basic medical, hygienic, or nutritional needs or safety, or is unable to
transport himself or herself to the doctor. The term also includes providing
psychological comfort and reassurance which would be beneficial to a child,
spouse or parent with a serious health condition who is receiving inpatient or
home care.
``(b) The term also includes situations where the employee may be needed to
substitute for others who normally care for the family member or covered
servicemember, or to make arrangements for changes in care, such as transfer to
a nursing home. The employee need not be the only individual or family member
available to care for the family member or covered servicemember.
``(c) An employee's intermittent leave or a reduced leave schedule necessary
to care for a family member or covered servicemember includes not only a
situation where the condition of the family member or covered servicemember
itself is intermittent, but also where the employee is only needed
intermittently--such as where other care is normally available, or care
responsibilities are shared with another member of the family or a third party.
See 825.202-825.205 for rules governing the use of intermittent or reduced
schedule leave.
``Sec. 825.125 Definition of health care provider
``(a) The FMLA, as made applicable by the CAA, defines health care provider
as:
``(1) A doctor of medicine or osteopathy who is authorized to
practice medicine or surgery (as appropriate) by the State in which the
doctor practices; or
``(2) Any other person determined by the Office of Congressional
Workplace Rights to be capable of providing health care services.
``(3) In making a determination referred to in subparagraph (a)(2),
and absent good cause shown to do otherwise, the Office of Congressional
Workplace Rights will follow any determination made by the Department of
Labor (under section 101(6)(B) of FMLA (29 U.S.C. 2611(6)(B))) that a
person is capable of providing health care services, provided the
determination by the Department of Labor was not made at the request of
a person who was then a covered employee.
``(b) Others capable of providing health care services include only:
``(1) Podiatrists, dentists, clinical psychologists, optometrists,
and chiropractors (limited to treatment consisting of manual
manipulation of the spine to correct a subluxation as demonstrated by X-
ray to exist) authorized to practice in the State and performing within
the scope of their practice as defined under State law;
``(2) Nurse practitioners, nurse-midwives, clinical social workers,
and physician assistants who are authorized to practice under State law
and who are performing within the scope of their practice as defined
under State law;
``(3) Christian Science Practitioners listed with the First Church
of Christ, Scientist in Boston, Massachusetts. Where an employee or
family member is receiving treatment from a Christian Science
practitioner, an employee may not object to any requirement from an
employing office that the employee or family member submit to
examination (though not treatment) to obtain a second or third
certification from a health care provider other than a Christian Science
practitioner except as otherwise provided under applicable State or
local law or collective bargaining agreement;
``(4) Any health care provider from whom an employing office or the
employing office's group health plan's benefits manager will accept
certification of the existence of a serious health condition to
substantiate a claim for benefits; and
``(5) A health care provider listed above who practices in a country
other than the United States, who is authorized to practice in
accordance with the law of that country, and who is performing within
the scope of his or her practice as defined under such law.
``(c) The phrase authorized to practice in the State as used in this section
means that the provider must be authorized to diagnose and treat physical or
mental health conditions.
``Sec. 825.126 Leave because of a qualifying exigency
``(a) Eligible employees may take FMLA leave for a qualifying exigency while
the employee's spouse, son, daughter, or parent (the military member or member)
is on covered active duty or call to covered active duty status (or has been
notified of an impending call or order to covered active duty).
``(1) Covered active duty or call to covered active duty status in
the case of a member of the Regular Armed Forces means duty during the
deployment of the member with the Armed Forces to a foreign country. The
active duty orders of a member of the Regular components of the Armed
Forces will generally specify if the member is deployed to a foreign
country.
``(2) Covered active duty or call to covered active duty status in
the case of a member of the Reserve components of the Armed Forces means
duty during the deployment of the member with the Armed Forces to a
foreign country under a Federal call or order to active duty in support
of a contingency operation pursuant to: section 688 of title 10 of the
United States Code, which authorizes ordering to active duty retired
members of the Regular Armed Forces and members of the retired Reserve
who retired after completing at least 20 years of active service;
section 12301(a) of title 10 of the United States Code, which authorizes
ordering all reserve component members to active duty in the case of war
or national emergency; section 12302 of title 10 of the United States
Code, which authorizes ordering any unit or unassigned member of the
Ready Reserve to active duty; section 12304 of title 10 of the United
States Code, which authorizes ordering any unit or unassigned member of
the Selected Reserve and certain members of the Individual Ready Reserve
to active duty; section 12305 of title 10 of the United States Code,
which authorizes the suspension of promotion, retirement or separation
rules for certain Reserve components; section 12406 of title 10 of the
United States Code, which authorizes calling the National Guard into
Federal service in certain circumstances; chapter 15 of title 10 of the
United States Code, which authorizes calling the National Guard and
State military into Federal service in the case of insurrections and
national emergencies; or any other provision of law during a war or
during a national emergency declared by the President or Congress so
long as it is in support of a contingency operation. See 10 U.S.C.
101(a)(13)(B).
``(A) For purposes of covered active duty or call to covered
active duty status, the Reserve components of the Armed Forces
include the Army National Guard of the United States, Army
Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard
of the United States, Air Force Reserve, and Coast Guard
Reserve, and retired members of the Regular Armed Forces or
Reserves who are called up in support of a contingency operation
pursuant to one of the provisions of law identified in paragraph
(a)(2).
``(B) The active duty orders of a member of the Reserve
components will generally specify if the military member is
serving in support of a contingency operation by citation to the
relevant section of title 10 of the United States Code and/or by
reference to the specific name of the contingency operation and
will specify that the deployment is to a foreign country.
``(3) Deployment of the member with the Armed Forces to a foreign
country means deployment to areas outside of the United States, the
District of Columbia, or any Territory or possession of the United
States, including international waters.
``(4) A call to covered active duty for purposes of leave taken
because of a qualifying exigency refers to a Federal call to active
duty. State calls to active duty are not covered unless under order of
the President of the United States pursuant to one of the provisions of
law identified in paragraph (a)(2) of this section.
``(5) Son or daughter on covered active duty or call to covered
active duty status means the employee's biological, adopted, or foster
child, stepchild, legal ward, or a child for whom the employee stood in
loco parentis, who is on covered active duty or call to covered active
duty status, and who is of any age.
``(b) An eligible employee may take FMLA leave for one or more of the
following qualifying exigencies:
``(1) Short-notice deployment. (A) To address any issue that arises
from the fact that the military member is notified of an impending call
or order to covered active duty seven or less calendar days prior to the
date of deployment;
``(B) Leave taken for this purpose can be used for a period
of seven calendar days beginning on the date the military member
is notified of an impending call or order to covered active
duty;
``(2) Military events and related activities.
``(A) To attend any official ceremony, program, or event
sponsored by the military that is related to the covered active
duty or call to covered active duty status of the military
member; and
``(B) To attend family support or assistance programs and
informational briefings sponsored or promoted by the military,
military service organizations, or the American Red Cross that
are related to the covered active duty or call to covered active
duty status of the military member;
``(3) Childcare and school activities. For the purposes of leave for
childcare and school activities listed in (A) through (D) of this
paragraph, a child of the military member must be the military member's
biological, adopted, or foster child, stepchild, legal ward, or child
for whom the military member stands in loco parentis, who is either
under 18 years of age or 18 years of age or older and incapable of self-
care because of a mental or physical disability at the time that FMLA
leave is to commence. As with all instances of qualifying exigency
leave, the military member must be the spouse, son, daughter, or parent
of the employee requesting qualifying exigency leave.
``(A) To arrange for alternative childcare for a child of
the military member when the covered active duty or call to
covered active duty status of the military member necessitates a
change in the existing childcare arrangement;
``(B) To provide childcare for a child of the military
member on an urgent, immediate need basis (but not on a routine,
regular, or everyday basis) when the need to provide such care
arises from the covered active duty or call to covered active
duty status of the military member;
``(C) To enroll in or transfer to a new school or day care
facility a child of the military member when enrollment or
transfer is necessitated by the covered active duty or call to
covered active duty status of the military member; and
``(D) To attend meetings with staff at a school or a daycare
facility, such as meetings with school officials regarding
disciplinary measures, parent-teacher conferences, or meetings
with school counselors, for a child of the military member, when
such meetings are necessary due to circumstances arising from
the covered active duty or call to covered active duty status of
the military member;
``(4) Financial and legal arrangements. (A) To make or update
financial or legal arrangements to address the military member's absence
while on covered active duty or call to covered active duty status, such
as preparing and executing financial and healthcare powers of attorney,
transferring bank account signature authority, enrolling in the Defense
Enrollment Eligibility Reporting System (DEERS), obtaining military
identification cards, or preparing or updating a will or living trust;
and
``(B) To act as the military member's representative before
a Federal, State, or local agency for purposes of obtaining,
arranging, or appealing military service benefits while the
military member is on covered active duty or call to covered
active duty status, and for a period of 90 days following the
termination of the military member's covered active duty status;
``(5) Counseling. To attend counseling provided by someone other
than a health care provider, for oneself, for the military member, or
for the biological, adopted, or foster child, a stepchild, or a legal
ward of the military member, or a child for whom the military member
stands in loco parentis, who is either under age 18, or age 18 or older
and incapable of self-care because of a mental or physical disability at
the time that FMLA leave is to commence, provided that the need for
counseling arises from the covered active duty or call to covered active
duty status of the military member;
``(6) Rest and Recuperation. (A) To spend time with the military
member who is on short-term, temporary, Rest and Recuperation leave
during the period of deployment;
``(B) Leave taken for this purpose can be used for a period
of 15 calendar days beginning on the date the military member
commences each instance of Rest and Recuperation leave;
``(7) Post-deployment activities. (A) To attend arrival ceremonies,
reintegration briefings and events, and any other official ceremony or
program sponsored by the military for a period of 90 days following the
termination of the military member's covered active duty status; and
``(B) To address issues that arise from the death of the
military member while on covered active duty status, such as
meeting and recovering the body of the military member, making
funeral arrangements, and attending funeral services;
``(8) Parental care. For purposes of leave for parental care listed
in (A) through (D) of this paragraph, the parent of the military member
must be incapable of self-care and must be the military member's
biological, adoptive, step, or foster father or mother, or any other
individual who stood in loco parentis to the military member when the
member was under 18 years of age. A parent who is incapable of self-care
means that the parent requires active assistance or supervision to
provide daily self-care in three or more of the activities of daily
living or instrumental activities of daily living. Activities of daily
living include adaptive activities such as caring appropriately for
one's grooming and hygiene, bathing, dressing, and eating. Instrumental
activities of daily living include cooking, cleaning, shopping, taking
public transportation, paying bills, maintaining a residence, using
telephones and directories, using a post office, etc. As with all
instances of qualifying exigency leave, the military member must be the
spouse, son, daughter, or parent of the employee requesting qualifying
exigency leave.
``(A) To arrange for alternative care for a parent of the
military member when the parent is incapable of self-care and
the covered active duty or call to covered active duty status of
the military member necessitates a change in the existing care
arrangement for the parent;
``(B) To provide care for a parent of the military member on
an urgent, immediate need basis (but not on a routine, regular,
or everyday basis) when the parent is incapable of self-care and
the need to provide such care arises from the covered active
duty or call to covered active duty status of the military
member;
``(C) To admit to or transfer to a care facility a parent of
the military member when admittance or transfer is necessitated
by the covered active duty or call to covered active duty status
of the military member; and
``(D) To attend meetings with staff at a care facility, such
as meetings with hospice or social service providers for a
parent of the military member, when such meetings are necessary
due to circumstances arising from the covered active duty or
call to covered active duty status of the military member but
not for routine or regular meetings;
``(9) Additional activities. To address other events which arise out
of the military member's covered active duty or call to covered active
duty status provided that the employing office and employee agree that
such leave shall qualify as an exigency, and agree to both the timing
and duration of such leave.
``Sec. 825.127 Leave to care for a covered servicemember with a serious injury
or illness (military caregiver leave)
``(a) Eligible employees are entitled to FMLA leave to care for a covered
servicemember with a serious illness or injury.
``(b) Covered servicemember means:
``(1) A current member of the Armed Forces, including a member of
the National Guard or Reserves, who is undergoing medical treatment,
recuperation, or therapy, is otherwise in outpatient status; or is
otherwise on the temporary disability retired list, for a serious injury
or illness. Outpatient status means the status of a member of the Armed
Forces assigned to either a military medical treatment facility as an
outpatient or a unit established for the purpose of providing command
and control of members of the Armed Forces receiving medical care as
outpatients.
``(2) A covered veteran who is undergoing medical treatment,
recuperation or therapy for a serious injury or illness. Covered veteran
means an individual who was a member of the Armed Forces (including a
member of the National Guard or Reserves), and was discharged or
released under conditions other than dishonorable at any time during the
five-year period prior to the first date the eligible employee takes
FMLA leave to care for the covered veteran. An eligible employee must
commence leave to care for a covered veteran within five years of the
veteran's active duty service, but the single 12-month period described
in paragraph (e)(1) of this section may extend beyond the five-year
period.
``(3) For an individual who was a member of the Armed Forces
(including a member of the National Guard or Reserves) and who was
discharged or released under conditions other than dishonorable prior to
the effective date of this Final Rule, the period between October 28,
2009, and the effective date of this Final Rule shall not count towards
the determination of the five-year period for covered veteran status.
``(c) A serious injury or illness means:
``(1) In the case of a current member of the Armed Forces, including
a member of the National Guard or Reserves, means an injury or illness
that was incurred by the covered servicemember in the line of duty on
active duty in the Armed Forces or that existed before the beginning of
the member's active duty and was aggravated by service in the line of
duty on active duty in the Armed Forces, and that may render the member
medically unfit to perform the duties of the member's office, grade,
rank, or rating; and
``(2) In the case of a covered veteran, means an injury or illness
that was incurred by the member in the line of duty on active duty in
the Armed Forces (or existed before the beginning of the member's active
duty and was aggravated by service in the line of duty on active duty in
the Armed Forces), and manifested itself before or after the member
became a veteran, and is:
``(A) A continuation of a serious injury or illness that was
incurred or aggravated when the covered veteran was a member of
the Armed Forces and rendered the servicemember unable to
perform the duties of the servicemember's office, grade, rank,
or rating; or
``(B) A physical or mental condition for which the covered
veteran has received a Department of Veterans Affairs Service-
Related Disability Rating (VASRD) of 50 percent or greater, and
such VASRD rating is based, in whole or in part, on the
condition precipitating the need for military caregiver leave;
or
``(C) A physical or mental condition that substantially
impairs the covered veteran's ability to secure or follow a
substantially gainful occupation by reason of a disability or
disabilities related to military service, or would do so absent
treatment; or
``(D) An injury, including a psychological injury, on the
basis of which the covered veteran has been enrolled in the
Department of Veterans Affairs Program of Comprehensive
Assistance for Family Caregivers.
``(d) In order to care for a covered servicemember, an eligible employee
must be the spouse, son, daughter, or parent, or next of kin of a covered
servicemember.
``(1) Son or daughter of a covered servicemember means the covered
servicemember's biological, adopted, or foster child, stepchild, legal
ward, or a child for whom the covered servicemember stood in loco
parentis, and who is of any age.
``(2) Parent of a covered servicemember means a covered
servicemember's biological, adoptive, step, or foster father or mother,
or any other individual who stood in loco parentis to the covered
servicemember. This term does not include parents `in law'.
``(3) Next of kin of a covered servicemember means the nearest blood
relative, other than the covered servicemember's spouse, parent, son, or
daughter, in the following order of priority: blood relatives who have
been granted legal custody of the servicemember by court decree or
statutory provisions, brothers and sisters, grandparents, aunts and
uncles, and first cousins, unless the covered servicemember has
specifically designated in writing another blood relative as his or her
nearest blood relative for purposes of military caregiver leave under
the FMLA. When no such designation is made, and there are multiple
family members with the same level of relationship to the covered
servicemember, all such family members shall be considered the covered
servicemember's next of kin and may take FMLA leave to provide care to
the covered servicemember, either consecutively or simultaneously. When
such designation has been made, the designated individual shall be
deemed to be the covered servicemember's only next of kin. For example,
if a covered servicemember has three siblings and has not designated a
blood relative to provide care, all three siblings would be considered
the covered servicemember's next of kin. Alternatively, where a covered
servicemember has a sibling(s) and designates a cousin as his or her
next of kin for FMLA purposes, then only the designated cousin is
eligible as the covered servicemember's next of kin. An employing office
is permitted to require an employee to provide confirmation of covered
family relationship to the covered servicemember pursuant to 825.122(k).
``(e) An eligible employee is entitled to 26 workweeks of leave to care for
a covered servicemember with a serious injury or illness during a single 12-
month period.
``(1) The single 12-month period described in paragraph (e) of this
section begins on the first day the eligible employee takes FMLA leave
to care for a covered servicemember and ends 12 months after that date,
regardless of the method used by the employing office to determine the
employee's 12 workweeks of leave entitlement for other FMLA-qualifying
reasons. If an eligible employee does not take all of his or her 26
workweeks of leave entitlement to care for a covered servicemember
during this single 12-month period, the remaining part of his or her 26
workweeks of leave entitlement to care for the covered servicemember is
forfeited.
``(2) The leave entitlement described in paragraph (e) of this
section is to be applied on a per-covered-servicemember, per-injury
basis such that an eligible employee may be entitled to take more than
one period of 26 workweeks of leave if the leave is to care for
different covered servicemembers or to care for the same servicemember
with a subsequent serious injury or illness, except that no more than 26
workweeks of leave may be taken within any single 12-month period. An
eligible employee may take more than one period of 26 workweeks of leave
to care for a covered servicemember with more than one serious injury or
illness only when the serious injury or illness is a subsequent serious
injury or illness. When an eligible employee takes leave to care for
more than one covered servicemember or for a subsequent serious injury
or illness of the same covered servicemember, and the single 12-month
periods corresponding to the different military caregiver leave
entitlements overlap, the employee is limited to taking no more than 26
workweeks of leave in each single 12-month period.
``(3) An eligible employee is entitled to a combined total of 26
workweeks of leave for any FMLA-qualifying reason during the single 12-
month period described in paragraph (e) of this section, provided that
the employee is entitled to no more than 12 workweeks of leave for one
or more of the following: in connection with the birth of a son or
daughter of the employee and in order to care for such son or daughter;
in connection with the placement of a son or daughter with the employee
for adoption or foster care; in order to care for the spouse, son,
daughter, or parent with a serious health condition; because of the
employee's own serious health condition; or because of a qualifying
exigency. Thus, for example, an eligible employee may, during the single
12-month period, take 16 workweeks of FMLA leave to care for a covered
servicemember and 10 workweeks of FMLA leave to care for a newborn
child. However, the employee may not take more than 12 weeks of FMLA
leave to care for the newborn child during the single 12-month period,
even if the employee takes fewer than 14 workweeks of FMLA leave to care
for a covered servicemember.
``(4) In all circumstances, including for leave taken to care for a
covered servicemember, the employing office is responsible for
designating leave, paid or unpaid, as FMLA-qualifying, and for giving
notice of the designation to the employee as provided in 825.300. In the
case of leave that qualifies as both leave to care for a covered
servicemember and leave to care for a family member with a serious
health condition during the single 12-month period described in
paragraph (e) of this section, the employing office must designate such
leave as leave to care for a covered servicemember in the first
instance. Leave that qualifies as both leave to care for a covered
servicemember and leave taken to care for a family member with a serious
health condition during the single 12-month period described in
paragraph (e) of this section must not be designated and counted as both
leave to care for a covered servicemember and leave to care for a family
member with a serious health condition. As is the case with leave taken
for other qualifying reasons, employing offices may retroactively
designate leave as leave to care for a covered servicemember pursuant to
825.301(d).
``(f) Spouses who are eligible for FMLA leave and are employed by the same
covered employing office may be limited to a combined total of 26 workweeks of
leave during the single 12-month period described in paragraph (e) of this
section if the leave is taken for birth of the employee's son or daughter or to
care for the child after birth, for placement of a son or daughter with the
employee for adoption or foster care, or to care for the child after placement,
to care for the employee's parent with a serious health condition, or to care
for a covered servicemember with a serious injury or illness. This limitation on
the total weeks of leave applies to leave taken for the reasons specified as
long as the spouses are employed by the same employing office. It would apply,
for example, even though the spouses are employed at two different worksites. On
the other hand, if one spouse is ineligible for FMLA leave, the other spouse
would be entitled to a full 26 workweeks of FMLA leave.
``Subpart B--Employee Leave Entitlements Under The Family And Medical Leave Act,
As Made Applicable By The Congressional Accountability Act
``Sec. 825.200 Amount of leave
``(a) Except in the case of leave to care for a covered servicemember with a
serious injury or illness, an eligible employee's FMLA leave entitlement is
limited to a total of 12 workweeks of leave during any 12-month period for any
one, or more, of the following reasons:
``(1) The birth of the employee's son or daughter, and to care for
the newborn child;
``(2) The placement with the employee of a son or daughter for
adoption or foster care, and to care for the newly placed child;
``(3) To care for the employee's spouse, son, daughter, or parent
with a serious health condition;
``(4) Because of a serious health condition that makes the employee
unable to perform one or more of the essential functions of his or her
job; and
``(5) Because of any qualifying exigency arising out of the fact
that the employee's spouse, son, daughter, or parent is a military
member on covered active duty status (or has been notified of an
impending call or order to covered active duty).
``(b) An employing office is permitted to choose any one of the following
methods for determining the 12-month period in which the 12 weeks of leave
entitlement described in paragraph (a) of this section occurs:
``(1) The calendar year;
``(2) Any fixed 12-month leave year, such as a fiscal year or a year
starting on an employee's anniversary date;
``(3) The 12-month period measured forward from the date any
employee's first FMLA leave under paragraph (a) begins; or
``(4) A `rolling' 12-month period measured backward from the date an
employee uses any FMLA leave as described in paragraph (a).
``(c) Under methods in paragraphs (b)(1) and (b)(2) of this section an
employee would be entitled to up to 12 weeks of FMLA leave at any time in the
fixed 12-month period selected. An employee could, therefore, take 12 weeks of
leave at the end of the year and 12 weeks at the beginning of the following
year. Under the method in paragraph (b)(3) of this section, an employee would be
entitled to 12 weeks of leave during the year beginning on the first date FMLA
leave is taken; the next 12-month period would begin the first time FMLA leave
is taken after completion of any previous 12-month period. Under the method in
paragraph (b)(4) of this section, the `rolling' 12-month period, each time an
employee takes FMLA leave the remaining leave entitlement would be any balance
of the 12 weeks which has not been used during the immediately preceding 12
months. For example, if an employee has taken eight weeks of leave during the
past 12 months, an additional four weeks of leave could be taken. If an employee
used four weeks beginning February 1, 2008, four weeks beginning June 1, 2008,
and four weeks beginning December 1, 2008, the employee would not be entitled to
any additional leave until February 1, 2009. However, beginning on February 1,
2009, the employee would again be eligible to take FMLA leave, recouping the
right to take the leave in the same manner and amounts in which it was used in
the previous year. Thus, the employee would recoup (and be entitled to use) one
additional day of FMLA leave each day for four weeks, commencing February 1,
2009. The employee would also begin to recoup additional days beginning on June
1, 2009, and additional days beginning on December 1, 2009. Accordingly,
employing offices using the rolling 12-month period may need to calculate
whether the employee is entitled to take FMLA leave each time that leave is
requested, and employees taking FMLA leave on such a basis may fall in and out
of FMLA protection based on their FMLA usage in the prior 12 months. For
example, in the example above, if the employee needs six weeks of leave for a
serious health condition commencing February 1, 2009, only the first four weeks
of the leave would be FMLA-protected.
``(d)(1) Employing offices will be allowed to choose any one of the
alternatives in paragraph (b) of this section for the leave entitlements
described in paragraph (a) of this section provided the alternative chosen is
applied consistently and uniformly to all employees. An employing office wishing
to change to another alternative is required to give at least 60 days' notice to
all employees, and the transition must take place in such a way that the
employees retain the full benefit of 12 weeks of leave under whichever method
affords the greatest benefit to the employee. Under no circumstances may a new
method be implemented in order to avoid the CAA's FMLA leave requirements.
``(2) [Reserved]
``(e) If an employing office fails to select one of the options in paragraph
(b) of this section for measuring the 12-month period for the leave entitlements
described in paragraph (a), the option that provides the most beneficial outcome
for the employee will be used. The employing office may subsequently select an
option only by providing the 60-day notice to all employees of the option the
employing office intends to implement. During the running of the 60-day period
any other employee who needs FMLA leave may use the option providing the most
beneficial outcome to that employee. At the conclusion of the 60-day period the
employing office may implement the selected option.
``(f) An eligible employee's FMLA leave entitlement is limited to a total of
26 workweeks of leave during a single 12-month period to care for a covered
servicemember with a serious injury or illness. An employing office shall
determine the single 12- month period in which the 26 weeks of leave entitlement
described in this paragraph occurs using the 12-month period measured forward
from the date an employee's first FMLA leave to care for the covered
servicemember begins. See 825.127(e)(1).
``(g) During the single 12-month period described in paragraph (f), an
eligible employee's FMLA leave entitlement is limited to a combined total of 26
workweeks of FMLA leave for any qualifying reason. See 825.127(e)(3).
``(h) For purposes of determining the amount of leave used by an employee,
the fact that a holiday may occur within the week taken as FMLA leave has no
effect; the week is counted as a week of FMLA leave. However, if an employee is
using FMLA leave in increments of less than one week, the holiday will not count
against the employee's FMLA entitlement unless the employee was otherwise
scheduled and expected to work during the holiday. Similarly, if for some reason
the employing office's business activity has temporarily ceased and employees
generally are not expected to report for work for one or more weeks (e.g., a
school closing two weeks for the Christmas/New Year holiday or the summer
vacation or an employing office closing the office for repairs), the days the
employing office's activities have ceased do not count against the employee's
FMLA leave entitlement. Methods for determining an employee's 12-week leave
entitlement are also described in 825.205.
``(i)(1) If employing offices jointly employ an employee, and if they
designate a primary employing office pursuant to 825.106(c), the primary
employing office may choose any one of the alternatives in paragraph (b) of this
section for measuring the 12-month period, provided that the alternative chosen
is applied consistently and uniformly to all employees of the primary employing
office including the jointly employed employee.
``(2) If employing offices fail to designate a primary employing
office pursuant to 825.106(c), an employee jointly employed by the
employing offices may, by so notifying one of the employing offices,
select that employing office to be the primary employing office of the
employee for purposes of the application of paragraphs (d) and (e) of
this section.
``(j) If, before beginning employment with an employing office, an employee
had been employed by another employing office, the subsequent employing office
may count against the employee's FMLA leave entitlement FMLA leave taken from
the prior employing office, so long as the prior employing office properly
designated the leave as FMLA under these regulations or other applicable
requirements.
``Sec. 825.201 Leave to care for a parent
``(a) General rule. An eligible employee is entitled to FMLA leave if needed
to care for the employee's parent with a serious health condition. Care for
parents-in-law is not covered by the FMLA. See 825.122(c) for definition of
parent.
``(b) Same employing office limitation. Spouses who are eligible for FMLA
leave and are employed by the same covered employing office may be limited to a
combined total of 12 weeks of leave during any 12-month period if the leave is
taken to care for the employee's parent with a serious health condition, for the
birth of the employee's son or daughter or to care for the child after the
birth, or for placement of a son or daughter with the employee for adoption or
foster care or to care for the child after placement. This limitation on the
total weeks of leave applies to leave taken for the reasons specified as long as
the spouses are employed by the same employing office. It would apply, for
example, even though the spouses are employed at two different worksites of an
employing office. On the other hand, if one spouse is ineligible for FMLA leave,
the other spouse would be entitled to a full 12 weeks of FMLA leave. Where the
spouses both use a portion of the total 12-week FMLA leave entitlement for
either the birth of a child, for placement for adoption or foster care, or to
care for a parent, the spouses would each be entitled to the difference between
the amount he or she has taken individually and 12 weeks for FMLA leave for
other purposes. For example, if each spouse took six weeks of leave to care for
a parent, each could use an additional six weeks due to his or her own serious
health condition or to care for a child with a serious health condition. See
also 825.127(d).
``Sec. 825.202 Intermittent leave or reduced leave schedule
``(a) Definition. FMLA leave may be taken intermittently or on a reduced
leave schedule under certain circumstances. Intermittent leave is FMLA leave
taken in separate blocks of time due to a single qualifying reason. A reduced
leave schedule is a leave schedule that reduces an employee's usual number of
working hours per workweek, or hours per workday. A reduced leave schedule is a
change in the employee's schedule for a period of time, normally from full-time
to part-time.
``(b) Medical necessity. For intermittent leave or leave on a reduced leave
schedule taken because of one's own serious health condition, to care for a
spouse, parent, son, or daughter with a serious health condition, or to care for
a covered servicemember with a serious injury or illness, there must be a
medical need for leave and it must be that such medical need can be best
accommodated through an intermittent or reduced leave schedule. The treatment
regimen and other information described in the certification of a serious health
condition and in the certification of a serious injury or illness, if required
by the employing office, addresses the medical necessity of intermittent leave
or leave on a reduced leave schedule. See 825.306, 825.310. Leave may be taken
intermittently or on a reduced leave schedule when medically necessary for
planned and/or unanticipated medical treatment of a serious health condition or
of a covered servicemember's serious injury or illness, or for recovery from
treatment or recovery from a serious health condition or a covered
servicemember's serious injury or illness. It may also be taken to provide care
or psychological comfort to a covered family member with a serious health
condition or a covered servicemember with a serious injury or illness.
``(1) Intermittent leave may be taken for a serious health condition
of a spouse, parent, son, or daughter, for the employee's own serious
health condition, or a serious injury or illness of a covered
servicemember which requires treatment by a health care provider
periodically, rather than for one continuous period of time, and may
include leave of periods from an hour or more to several weeks. Examples
of intermittent leave would include leave taken on an occasional basis
for medical appointments, or leave taken several days at a time spread
over a period of six months, such as for chemotherapy. A pregnant
employee may take leave intermittently for prenatal examinations or for
her own condition, such as for periods of severe morning sickness. An
example of an employee taking leave on a reduced leave schedule is an
employee who is recovering from a serious health condition and is not
strong enough to work a full-time schedule.
``(2) Intermittent or reduced schedule leave may be taken for
absences where the employee or family member is incapacitated or unable
to perform the essential functions of the position because of a chronic
serious health condition or a serious injury or illness of a covered
servicemember, even if he or she does not receive treatment by a health
care provider. See 825.113 and 825.127.
``(c) Birth or placement. When leave is taken after the birth of a healthy
child or placement of a healthy child for adoption or foster care, an employee
may take leave intermittently or on a reduced leave schedule only if the
employing office agrees. Such a schedule reduction might occur, for example,
where an employee, with the employing office's agreement, works part-time after
the birth of a child, or takes leave in several segments. The employing office's
agreement is not required, however, for leave during which the expectant mother
has a serious health condition in connection with the birth of her child or if
the newborn child has a serious health condition. See 825.204 for rules
governing transfer to an alternative position that better accommodates
intermittent leave. See also 825.120 (pregnancy) and 825.121 (adoption and
foster care).
``(d) Qualifying exigency. Leave due to a qualifying exigency may be taken
on an intermittent or reduced leave schedule basis.
``Sec. 825.203 Scheduling of intermittent or reduced schedule leave
``Eligible employees may take FMLA leave on an intermittent or reduced
schedule basis when medically necessary due to the serious health condition of a
covered family member or the employee or the serious injury or illness of a
covered servicemember. See 825.202. Eligible employees may also take FMLA leave
on an intermittent or reduced schedule basis when necessary because of a
qualifying exigency. If an employee needs leave intermittently or on a reduced
leave schedule for planned medical treatment, then the employee must make a
reasonable effort to schedule the treatment so as not to disrupt unduly the
employing office's operations.
``Sec. 825.204 Transfer of an employee to an alternative position during
intermittent leave or reduced schedule leave
``(a) Transfer or reassignment. If an employee needs intermittent leave or
leave on a reduced leave schedule that is foreseeable based on planned medical
treatment for the employee, a family member, or a covered servicemember,
including during a period of recovery from one's own serious health condition, a
serious health condition of a spouse, parent, son, or daughter, or a serious
injury or illness of a covered servicemember, or if the employing office agrees
to permit intermittent or reduced schedule leave for the birth of a child or for
placement of a child for adoption or foster care, the employing office may
require the employee to transfer temporarily, during the period the intermittent
or reduced leave schedule is required, to an available alternative position for
which the employee is qualified and which better accommodates recurring periods
of leave than does the employee's regular position. See 825.601 for special
rules applicable to instructional employees of schools.
``(b) Compliance. Transfer to an alternative position may require compliance
with any applicable collective bargaining agreement and Federal law (such as the
Americans with Disabilities Act, as made applicable by the CAA). Transfer to an
alternative position may include altering an existing job to better accommodate
the employee's need for intermittent or reduced scheduled leave.
``(c) Equivalent pay and benefits. The alternative position must have
equivalent pay and benefits. An alternative position for these purposes does not
have to have equivalent duties. The employing office may increase the pay and
benefits of an existing alternative position, so as to make them equivalent to
the pay and benefits of the employee's regular job. The employing office may
also transfer the employee to a part-time job with the same hourly rate of pay
and benefits, provided the employee is not required to take more leave than is
medically necessary. For example, an employee desiring to take leave in
increments of four hours per day could be transferred to a half-time job, or
could remain in the employee's same job on a part-time schedule, paying the same
hourly rate as the employee's previous job and enjoying the same benefits. The
employing office may not eliminate benefits which otherwise would not be
provided to part-time employees; however, an employing office may
proportionately reduce benefits such as vacation leave where an employing
office's normal practice is to base such benefits on the number of hours worked.
``(d) Employing office limitations. An employing office may not transfer the
employee to an alternative position in order to discourage the employee from
taking leave or otherwise work a hardship on the employee. For example, a white
collar employee may not be assigned to perform laborer's work; an employee
working the day shift may not be reassigned to the graveyard shift; an employee
working in the headquarters facility may not be reassigned to a branch a
significant distance away from the employee's normal job location. Any such
attempt on the part of the employing office to make such a transfer will be held
to be contrary to the prohibited acts provisions of the FMLA, as made applicable
by the CAA.
``(e) Reinstatement of employee. When an employee who is taking leave
intermittently or on a reduced leave schedule and has been transferred to an
alternative position no longer needs to continue on leave and is able to return
to full-time work, the employee must be placed in the same or equivalent job as
the job he or she left when the leave commenced. An employee may not be required
to take more leave than necessary to address the circumstance that precipitated
the need for leave.
``Sec. 825.205 Increments of fmla leave for intermittent or reduced schedule
leave
``(a) Minimum increment. (1) When an employee takes FMLA leave on an
intermittent or reduced leave schedule basis, the employing office must account
for the leave using an increment no greater than the shortest period of time
that the employing office uses to account for use of other forms of leave
provided that it is not greater than one hour and provided further that an
employee's FMLA leave entitlement may not be reduced by more than the amount of
leave actually taken. An employing office may not require an employee to take
more leave than is necessary to address the circumstances that precipitated the
need for the leave, provided that the leave is counted using the shortest
increment of leave used to account for any other type of leave. See also
825.205(a)(2) for the physical impossibility exception, and 825.600 and 825.601
for special rules applicable to employees of schools. If an employing office
uses different increments to account for different types of leave, the employing
office must account for FMLA leave in the smallest increment used to account for
any other type of leave. For example, if an employing office accounts for the
use of annual leave in increments of one hour and the use of sick leave in
increments of one-half hour, then FMLA leave use must be accounted for using
increments no larger than one-half hour. If an employing office accounts for use
of leave in varying increments at different times of the day or shift, the
employing office may also account for FMLA leave in varying increments, provided
that the increment used for FMLA leave is no greater than the smallest increment
used for any other type of leave during the period in which the FMLA leave is
taken. If an employing office accounts for other forms of leave use in
increments greater than one hour, the employing office must account for FMLA
leave use in increments no greater than one hour. An employing office may
account for FMLA leave in shorter increments than used for other forms of leave.
For example, an employing office that accounts for other forms of leave in one
hour increments may account for FMLA leave in a shorter increment when the
employee arrives at work several minutes late, and the employing office wants
the employee to begin work immediately. Such accounting for FMLA leave will not
alter the increment considered to be the shortest period used to account for
other forms of leave or the use of FMLA leave in other circumstances. In all
cases, employees may not be charged FMLA leave for periods during which they are
working.
``(2) Where it is physically impossible for an employee using
intermittent leave or working a reduced leave schedule to commence or
end work mid-way through a shift, such as where a flight attendant or a
railroad conductor is scheduled to work aboard an airplane or train, or
a laboratory employee is unable to enter or leave a sealed `clean room'
during a certain period of time and no equivalent position is available,
the entire period that the employee is forced to be absent is designated
as FMLA leave and counts against the employee's FMLA entitlement. The
period of the physical impossibility is limited to the period during
which the employing office is unable to permit the employee to work
prior to a period of FMLA leave or return the employee to the same or
equivalent position due to the physical impossibility after a period of
FMLA leave. See 825.214.
``(b) Calculation of leave. (1) When an employee takes leave on an
intermittent or reduced leave schedule, only the amount of leave actually taken
may be counted toward the employee's leave entitlement. The actual workweek is
the basis of leave entitlement. Therefore, if an employee who would otherwise
work 40 hours a week takes off eight hours, the employee would use one-fifth (1/
5) of a week of FMLA leave. Similarly, if a full-time employee who would
otherwise work eight-hour days works four-hour days under a reduced leave
schedule, the employee would use one half (1/2) week of FMLA leave each week.
Where an employee works a part-time schedule or variable hours, the amount of
FMLA leave that an employee uses is determined on a pro rata or proportional
basis. If an employee who would otherwise work 30 hours per week, but works only
20 hours a week under a reduced leave schedule, the employee's 10 hours of leave
would constitute one-third (1/3) of a week of FMLA leave for each week the
employee works the reduced leave schedule. An employing office may convert these
fractions to their hourly equivalent so long as the conversion equitably
reflects the employee's total normally scheduled hours. An employee does not
accrue FMLA-protected leave at any particular hourly rate. An eligible employee
is entitled to up to a total of 12 workweeks of leave, or 26 workweeks in the
case of military caregiver leave, and the total number of hours contained in
those workweeks is necessarily dependent on the specific hours the employee
would have worked but for the use of leave. See also 825.601 and 825.602 on
special rules for schools.
``(2) If an employing office has made a permanent or long-term
change in the employee's schedule (for reasons other than FMLA, and
prior to the notice of need for FMLA leave), the hours worked under the
new schedule are to be used for making this calculation.
``(3) If an employee's schedule varies from week to week to such an
extent that an employing office is unable to determine with any
certainty how many hours the employee would otherwise have worked (but
for the taking of FMLA leave), a weekly average of the hours worked over
the 12 months prior to the beginning of the leave period (including any
hours for which the employee took leave of any type) would be used for
calculating the employee's leave entitlement.
``(c) Overtime. If an employee would normally be required to work overtime,
but is unable to do so because of a FMLA-qualifying reason that limits the
employee's ability to work overtime, the hours which the employee would have
been required to work may be counted against the employee's FMLA entitlement. In
such a case, the employee is using intermittent or reduced schedule leave. For
example, if an employee would normally be required to work for 48 hours in a
particular week, but due to a serious health condition the employee is unable to
work more than 40 hours that week, the employee would utilize eight hours of
FMLA-protected leave out of the 48-hour workweek, or one-sixth (1/6) of a week
of FMLA leave. Voluntary overtime hours that an employee does not work due to an
FMLA-qualifying reason may not be counted against the employee's FMLA leave
entitlement.
``Sec. 825.206 Interaction with the FLSA, as made applicable by the
congressional accountability act
``(a) Leave taken under FMLA, as made applicable by the CAA, may be unpaid.
If an employee is otherwise exempt from minimum wage and overtime requirements
of the Fair Labor Standards Act (FLSA), as made applicable by the CAA, and as
exempt under regulations issued by the Board, at part 541, providing unpaid
FMLA-qualifying leave to such an employee will not cause the employee to lose
the FLSA exemption. This means that under regulations currently in effect, where
an employee meets the specified duties test, is paid on a salary basis, and is
paid a salary of at least the amount specified in the regulations, the employing
office may make deductions from the employee's salary for any hours taken as
intermittent or reduced FMLA leave within a workweek, without affecting the
exempt status of the employee.
``(b) For an employee paid in accordance with a fluctuating workweek method
of payment for overtime, where permitted by section 203 of the CAA (2 U.S.C.
1313), the employing office, during the period in which intermittent or reduced
schedule FMLA leave is scheduled to be taken, may compensate an employee on an
hourly basis and pay only for the hours the employee works, including time and
one-half the employee's regular rate for overtime hours. The change to payment
on an hourly basis would include the entire period during which the employee is
taking intermittent leave, including weeks in which no leave is taken. The
hourly rate shall be determined by dividing the employee's weekly salary by the
employee's normal or average schedule of hours worked during weeks in which FMLA
leave is not being taken. If an employing office chooses to follow this
exception from the fluctuating workweek method of payment, the employing office
must do so uniformly, with respect to all employees paid on a fluctuating
workweek basis for whom FMLA leave is taken on an intermittent or reduced leave
schedule basis. If an employing office does not elect to convert the employee's
compensation to hourly pay, no deduction may be taken for FMLA leave absences.
Once the need for intermittent or reduced scheduled leave is over, the employee
may be restored to payment on a fluctuating workweek basis.
``(c) This special exception to the salary basis requirements of the FLSA
exemption or fluctuating workweek payment requirements applies only to employees
of covered employing offices who are eligible for FMLA leave, and to leave which
qualifies as FMLA leave. Hourly or other deductions which are not in accordance
with the Board's FLSA regulations at part 541 or with a permissible fluctuating
workweek method of payment for overtime may not be taken, for example, where the
employee has not worked long enough to be eligible for FMLA leave without
potentially affecting the employee's eligibility for exemption. Nor may
deductions which are not permitted by the Board's FLSA regulations at part 541
or by a permissible fluctuating workweek method of payment for overtime be taken
from such an employee's salary for any leave which does not qualify as FMLA
leave, for example, deductions from an employee's pay for leave required under
an employing office's policy or practice for a reason which does not qualify as
FMLA leave, e.g., leave to care for a grandparent or for a medical condition
which does not qualify as a serious health condition or serious injury or
illness; or for leave which is more generous than provided by the FMLA, as made
applicable by the CAA. Employing offices may comply with the employing office's
own policy/practice under these circumstances and maintain the employee's
eligibility for exemption or for the fluctuating workweek method of pay by not
taking hourly deductions from the employee's pay, in accordance with FLSA
requirements, as made applicable by the CAA, or may take such deductions,
treating the employee as an hourly employee and pay overtime premium pay for
hours worked over 40 in a workweek.
``Sec. 825.207 Substitution of paid leave, generally
``(a) Generally, FMLA leave is unpaid leave. However, under the
circumstances described in this section, the FMLA, as made applicable by the
CAA, permits an eligible employee to choose to substitute accrued paid leave for
unpaid FMLA leave. Subject to 825.208, if an employee does not choose to
substitute accrued paid leave, the employing office may require the employee to
substitute accrued paid leave for unpaid FMLA leave. The term substitute means
that the paid leave provided by the employing office, and accrued pursuant to
established policies of the employing office, will run concurrently with the
unpaid FMLA leave. Accordingly, the employee receives pay pursuant to the
employing office's applicable paid leave policy during the period of otherwise
unpaid FMLA leave. An employee's ability to substitute accrued paid leave is
determined by the terms and conditions of the employing office's normal leave
policy. When an employee chooses, or an employing office requires, substitution
of accrued paid leave, the employing office must inform the employee that the
employee must satisfy any procedural requirements of the paid leave policy only
in connection with the receipt of such payment. See 825.300(c). If an employee
does not comply with the additional requirements in an employing office's paid
leave policy, the employee is not entitled to substitute accrued paid leave, but
the employee remains entitled to take unpaid FMLA leave. Employing offices may
not discriminate against employees on FMLA leave in the administration of their
paid leave policies.
``(b) If neither the employee nor the employing office elects to substitute
paid leave for unpaid FMLA leave under the above conditions and circumstances,
the employee will remain entitled to all the paid leave which is earned or
accrued under the terms of the employing office's plan.
``(c) If an employee uses paid leave under circumstances which do not
qualify as FMLA leave, the leave will not count against the employee's FMLA
leave entitlement. For example, paid sick leave used for a medical condition
which is not a serious health condition or serious injury or illness does not
count against the employee's FMLA leave entitlement.
``(d) Leave taken pursuant to a disability leave plan would be considered
FMLA leave for a serious health condition and counted in the leave entitlement
permitted under FMLA if it meets the criteria set forth above in 825.112 through
825.115. In such cases, the employing office may designate the leave as FMLA
leave and count the leave against the employee's FMLA leave entitlement. Because
leave pursuant to a disability benefit plan is not unpaid, the provision for
substitution of the employee's accrued paid leave is inapplicable, and neither
the employee nor the employing office may require the substitution of paid
leave. However, employing offices and employees may agree to have paid leave
supplement the disability plan benefits, such as in the case where a plan only
provides replacement income for two-thirds of an employee's salary.
``(e) The FMLA, as made applicable by the CAA, provides that a serious
health condition may result from injury to the employee on or off the job. If
the employing office designates the leave as FMLA leave in accordance with
825.300(d), the leave counts against the employee's FMLA leave entitlement.
Because the workers' compensation absence is not unpaid, the provision for
substitution of the employee's accrued paid leave is not applicable, and neither
the employee nor the employing office may require the substitution of paid
leave. However, employing offices and employees may agree, to have paid leave
supplement workers' compensation benefits, such as in the case where workers'
compensation only provides replacement income for two-thirds of an employee's
salary. If the health care provider treating the employee for the workers'
compensation injury certifies the employee is able to return to a light duty job
but is unable to return to the same or equivalent job, the employee may decline
the employing office's offer of a light duty job. As a result, the employee may
lose workers' compensation payments, but is entitled to remain on unpaid FMLA
leave until the employee's FMLA leave entitlement is exhausted. As of the date
workers' compensation benefits cease, the substitution provision becomes
applicable and either the employee may elect or the employing office may require
the use of accrued paid leave. See also 825.210(f), 825.216(d), 825.220(d),
825.307(a) and 825.702 (d)(1) and (2) regarding the relationship between
workers' compensation absences and FMLA leave.
``(f) Under the FLSA, as made applicable by the CAA, an employing office
always has the right to cash out an employee's compensatory time or to require
the employee to use the time. Therefore, if an employee requests and is
permitted to use accrued compensatory time to receive pay for time taken off for
an FMLA reason, or if the employing office requires such use pursuant to the
FLSA, the time taken may be counted against the employee's FMLA leave
entitlement.
``Sec. 825.208 Substitution of paid leave--special rule for paid parental leave
``(a) This section applies to births or placements occurring on or after
October 1, 2020.
``(b) This section provides the basis for determining the periods of unpaid
leave for which paid parental leave or accrued paid leave may be substituted in
connection with:
``(1) The birth of a son or daughter, and to care for the newborn
child (See 825.120); or
``(2) The placement of a son or daughter with the employee for
adoption or foster care and the care of such son or daughter (See
825.121);
``(c) Leave connected to birth or placement. For unpaid leave described in
paragraph (b) of this section, an employee may elect to substitute--
``(1) Up to 12 workweeks of paid parental leave in connection with
the occurrence of a birth or placement, and
``(2) Any additional paid annual, vacation, personal, family,
medical, or sick leave provided by the employing office to such
employee.
``(d) Leave entitlement. Since an employee may use only 12 weeks of unpaid
FMLA leave in any 12-month period under 825.200(a), any use of unpaid FMLA leave
not associated with paid parental leave may affect an employee's ability to use
the full 12 weeks of paid parental leave within a single 12-month period. The
specific amount of paid parental leave available will depend on when the
employee uses various types of unpaid FMLA leave relative to any 12-month period
established under 825.200(b).
``(e) Employee entitlement to substitute. (1) An employee is entitled to
substitute paid leave for leave without pay as provided in paragraph (c) of this
section.
``(2) An employing office may not require that an employee first use
all or any portion of the leave described in subparagraph (c)(2) of this
section before being allowed to use the leave described in subparagraph
(c)(1) of this section.
``(3) An employing office may not require an employee to substitute
paid leave for leave without pay as described in subparagraph (c)(2) of
this section.
``(4) An employee may request to use annual, vacation, personal,
family, medical, or sick leave for the reasons described in paragraph
(b) of this section without invoking family and medical leave, and, in
that case, the employing office exercises its normal authority with
respect to approving or disapproving the timing of when the leave may be
used. If the employing office grants the leave request, it must
designate whether any leave granted is FMLA leave, in accordance with
sections 825.300 and 825.301.
``(f) Notification by employee and retroactive substitution. (1) An employee
must notify the employing office of the employee's election to substitute paid
leave for leave without pay under this section prior to the date such paid leave
commences (i.e., no retroactive substitution), except as provided in paragraphs
(f)(2) and (f)(3) of this section, and provided such retroactive substitution
does not violate any applicable law or regulation.
``(2) An employee may retroactively substitute paid leave for leave
without pay as permitted in paragraph (c) of this section, if the
substitution is made in conjunction with the retroactive granting of
leave without pay.
``(3) An employee may retroactively substitute transferred (donated)
annual leave for leave without pay granted under this subpart.
``(g) Pay during leave. The pay an employee receives when using paid
parental leave shall be the same pay the employee would receive if the employee
were using annual leave.
``(h) Treatment of unused leave. If an employee has any unused balance of
paid parental leave that remains at the end of the 12-month period following the
birth or placement involved, the entitlement to the unused leave elapses at that
time. No payment may be made for unused paid parental leave that has expired.
Paid parental leave may not be considered annual leave for purposes of making a
lump-sum payment for annual leave or for any other purpose. The forfeiture of
any unused balance of paid parental leave does not impact an employee's ability
to use unpaid FMLA leave for other qualifying reasons, if eligible pursuant to
825.110, 825.112 and 825.200.
``(i) Employing office responsibilities. An employing office that has
employees covered by this subpart is responsible for the proper administration
of 825.208, including the responsibility of informing employees of their
entitlements and obligations.
``(j) Library of Congress. The OCWR will defer to supplemental regulations
on paid parental leave issued by the Library of Congress pursuant to the
authority in section 107 of the Family and Medical Leave Act of 1993, provided
those supplemental regulations are consistent with the regulations in this
subpart.
``(k) Work obligation. Paid parental leave under this subpart shall apply
without regard to:
``(1) the limitations in subparagraphs (E), (F), or (G) of section
6382(d)(2) of title 5, United States Code (requiring employees of
executive branch agencies to agree in writing to work for the executive
branch agency for at least 12 months after returning from leave); or
``(2) the limitations in 825.213 (permitting employing offices to
recover an amount equal to the total amount of government contributions
for maintaining such employee's health coverage if the employee fails to
return from leave).
``(l) Cases of employee incapacitation. (1) If an employing office
determines that an otherwise eligible employee who could have made an election
for a past leave period to substitute paid parental leave (as provided in
paragraph (c) of this section) was physically or mentally incapable of doing so
during that past period, the employee may, within 5 workdays of the employee's
return to duty status, make an election to substitute paid parental leave for
applicable unpaid FMLA leave under paragraph (c) of this section on a
retroactive basis, provided such retroactive substitution does not violate any
applicable law or regulation. Such a retroactive election shall be effective on
the date that such an election would have been effective if the employee had not
been incapacitated at the time.
``(2) If an employing office learns that an otherwise eligible
employee is physically or mentally incapable of making an election to
substitute paid parental leave (as provided in 825.207), the employing
office must, upon the request of a personal representative of the
employee, provide conditional approval of substitution of paid parental
leave for applicable unpaid FMLA leave on a prospective basis. The
conditional approval is based on the presumption that the employee would
have elected to substitute paid parental leave for the applicable unpaid
FMLA leave. An employee may, within 5 workdays of the employee's return
to duty status, request to substitute other leave for the paid parental
leave.
``(m) Cases of multiple children born or placed in the same time period.
(1) If an employee has multiple children born or placed on the same day, the
multiple-child birth/placement event is considered to be a single event that
triggers a single entitlement of up to 12 weeks of paid parental leave under
paragraph (d) of this section.
``(2) If an employee has one or more children born or placed during
the 12-month period following the date of an earlier birth or placement
of a child of the employee, the provisions of this subpart shall be
independently administered for each birth or placement event.
``Sec. 825.209 Maintenance of employee benefits
``(a) During any FMLA leave, an employing office must maintain the
employee's coverage under the Federal Employees Health Benefits Program or any
group health plan (as defined in the Internal Revenue Code of 1986 at 26 U.S.C.
5000(b)(1)) on the same conditions as coverage would have been provided if the
employee had been continuously employed during the entire leave period. All
employing offices are subject to the requirements of the FMLA, as made
applicable by the CAA, to maintain health coverage. The definition of group
health plan is set forth in 825.102. For purposes of FMLA, the term group health
plan shall not include an insurance program providing health coverage under
which employees purchase individual policies from insurers provided that:
``(1) No contributions are made by the employing office;
``(2) Participation in the program is completely voluntary for
employees;
``(3) The sole functions of the employing office with respect to the
program are, without endorsing the program, to permit the insurer to
publicize the program to employees, to collect premiums through payroll
deductions and to remit them to the insurer;
``(4) The employing office receives no consideration in the form of
cash or otherwise in connection with the program, other than reasonable
compensation, excluding any profit, for administrative services actually
rendered in connection with payroll deduction; and
``(5) The premium charged with respect to such coverage does not
increase in the event the employment relationship terminates.
``(b) The same group health plan benefits provided to an employee prior to
taking FMLA leave must be maintained during the FMLA leave. For example, if
family member coverage is provided to an employee, family member coverage must
be maintained during the FMLA leave. Similarly, benefit coverage during FMLA
leave for medical care, surgical care, hospital care, dental care, eye care,
mental health counseling, substance abuse treatment, etc., must be maintained
during leave if provided in an employing office's group health plan, including a
supplement to a group health plan, whether or not provided through a flexible
spending account or other component of a cafeteria plan.
``(c) If an employing office provides a new health plan or benefits or
changes health benefits or plans while an employee is on FMLA leave, the
employee is entitled to the new or changed plan/benefits to the same extent as
if the employee were not on leave. For example, if an employing office changes a
group health plan so that dental care becomes covered under the plan, an
employee on FMLA leave must be given the same opportunity as other employees to
receive (or obtain) the dental care coverage. Any other plan changes (e.g., in
coverage, premiums, deductibles, etc.) which apply to all employees of the
workforce would also apply to an employee on FMLA leave.
``(d) Notice of any opportunity to change plans or benefits must also be
given to an employee on FMLA leave. If the group health plan permits an employee
to change from single to family coverage upon the birth of a child or otherwise
add new family members, such a change in benefits must be made available while
an employee is on FMLA leave. If the employee requests the changed coverage it
must be provided by the employing office.
``(e) An employee may choose not to retain group health plan coverage during
FMLA leave. However, when an employee returns from leave, the employee is
entitled to be reinstated on the same terms as prior to taking the leave,
including family or dependent coverages, without any qualifying period, physical
examination, exclusion of pre-existing conditions, etc. See 825.212(c).
``(f) Except as required by the Consolidated Omnibus Budget Reconciliation
Act of 1986 (COBRA) or 5 U.S.C. 8905a, whichever is applicable, and for key
employees (as discussed below), an employing office's obligation to maintain
health benefits during leave (and to restore the employee to the same or
equivalent employment) under FMLA ceases if and when the employment relationship
would have terminated if the employee had not taken FMLA leave (e.g., if the
employee's position is eliminated as part of a nondiscriminatory reduction in
force and the employee would not have been transferred to another position); an
employee informs the employing office of his or her intent not to return from
leave (including before starting the leave if the employing office is so
informed before the leave starts); or the employee fails to return from leave or
continues on leave after exhausting his or her FMLA leave entitlement in the 12-
month period.
``(g) If a key employee (See 825.218) does not return from leave when
notified by the employing office that substantial or grievous economic injury
will result from his or her reinstatement, the employee's entitlement to group
health plan benefits continues unless and until the employee advises the
employing office that the employee does not desire restoration to employment at
the end of the leave period, or the FMLA leave entitlement is exhausted, or
reinstatement is actually denied.
``(h) An employee's entitlement to benefits other than group health benefits
during a period of FMLA leave (e.g., holiday pay) is to be determined by the
employing office's established policy for providing such benefits when the
employee is on other forms of leave (paid or unpaid, as appropriate).
``Sec. 825.210 Employee payment of group health benefit premiums
``(a) Group health plan benefits must be maintained on the same basis as
coverage would have been provided if the employee had been continuously employed
during the FMLA leave period. Therefore, any share of group health plan premiums
which had been paid by the employee prior to FMLA leave must continue to be paid
by the employee during the FMLA leave period. If premiums are raised or lowered,
the employee would be required to pay the new premium rates. Maintenance of
health insurance policies which are not a part of the employing office's group
health plan, as described in 825.209(a), are the sole responsibility of the
employee. The employee and the insurer should make necessary arrangements for
payment of premiums during periods of unpaid FMLA leave.
``(b) If the FMLA leave is substituted paid leave, the employee's share of
premiums must be paid by the method normally used during any paid leave,
presumably as a payroll deduction.
``(c) If FMLA leave is unpaid, the employing office has a number of options
for obtaining payment from the employee. The employing office may require that
payment be made to the employing office or to the insurance carrier, but no
additional charge may be added to the employee's premium payment for
administrative expenses. The employing office may require employees to pay their
share of premium payments in any of the following ways:
``(1) Payment would be due at the same time as it would be made if
by payroll deduction;
``(2) Payment would be due on the same schedule as payments are made
under COBRA or 5 U.S.C. 8905a, whichever is applicable;
``(3) Payment would be prepaid pursuant to a cafeteria plan at the
employee's option;
``(4) The employing office's existing rules for payment by employees
on leave without pay would be followed, provided that such rules do not
require prepayment (i.e., prior to the commencement of the leave) of the
premiums that will become due during a period of unpaid FMLA leave or
payment of higher premiums than if the employee had continued to work
instead of taking leave; or
``(5) Another system voluntarily agreed to between the employing
office and the employee, which may include prepayment of premiums (e.g.,
through increased payroll deductions when the need for the FMLA leave is
foreseeable).
``(d) The employing office must provide the employee with advance written
notice of the terms and conditions under which these payments must be made. See
825.300(c).
``(e) An employing office may not require more of an employee using unpaid
FMLA leave than the employing office requires of other employees on leave
without pay.
``(f) An employee who is receiving payments as a result of a workers'
compensation injury must make arrangements with the employing office for payment
of group health plan benefits when simultaneously taking FMLA leave. See
825.207(e).
``Sec. 825.211 Maintenance of benefits under multi-employer health plans
``(a) A multi-employer health plan is a plan to which more than one
employing office is required to contribute, and which is maintained pursuant to
one or more collective bargaining agreements between employee organization(s)
and the employing offices.
``(b) An employing office under a multi-employer plan must continue to make
contributions on behalf of an employee using FMLA leave as though the employee
had been continuously employed, unless the plan contains an explicit FMLA
provision for maintaining coverage such as through pooled contributions by all
employing offices party to the plan.
``(c) During the duration of an employee's FMLA leave, coverage by the group
health plan, and benefits provided pursuant to the plan, must be maintained at
the level of coverage and benefits which were applicable to the employee at the
time FMLA leave commenced.
``(d) An employee using FMLA leave cannot be required to use banked hours or
pay a greater premium than the employee would have been required to pay if the
employee had been continuously employed.
``(e) As provided in 825.209(f) of this part, group health plan coverage
must be maintained for an employee on FMLA leave until:
``(1) The employee's FMLA leave entitlement is exhausted;
``(2) The employing office can show that the employee would have
been laid off and the employment relationship terminated; or
``(3) The employee provides unequivocal notice of intent not to
return to work.
``Sec. 825.212 Employee failure to pay health plan premium payments
``(a)(1) In the absence of an established employing office policy providing
a longer grace period, an employing office's obligations to maintain health
insurance coverage cease under FMLA if an employee's premium payment is more
than 30 days late. In order to drop the coverage for an employee whose premium
payment is late, the employing office must provide written notice to the
employee that the payment has not been received. Such notice must be mailed to
the employee at least 15 days before coverage is to cease, advising that
coverage will be dropped on a specified date at least 15 days after the date of
the letter unless the payment has been received by that date. If the employing
office has established policies regarding other forms of unpaid leave that
provide for the employing office to cease coverage retroactively to the date the
unpaid premium payment was due, the employing office may drop the employee from
coverage retroactively in accordance with that policy, provided the 15-day
notice was given. In the absence of such a policy, coverage for the employee may
be terminated at the end of the 30-day grace period, where the required 15-day
notice has been provided.
``(2) An employing office has no obligation regarding the
maintenance of a health insurance policy which is not a group health
plan. See 825.209(a).
``(3) All other obligations of an employing office under FMLA would
continue; for example, the employing office continues to have an
obligation to reinstate an employee upon return from leave.
``(b) The employing office may recover the employee's share of any premium
payments missed by the employee for any FMLA leave period during which the
employing office maintains health coverage by paying the employee's share after
the premium payment is missed.
``(c) If coverage lapses because an employee has not made required premium
payments, upon the employee's return from FMLA leave the employing office must
still restore the employee to coverage/benefits equivalent to those the employee
would have had if leave had not been taken and the premium payment(s) had not
been missed, including family or dependent coverage. See 825.215(d)(1)-(5). In
such case, an employee may not be required to meet any qualification
requirements imposed by the plan, including any new preexisting condition
waiting period, to wait for an open season, or to pass a medical examination to
obtain reinstatement of coverage. If an employing office terminates an
employee's insurance in accordance with this section and fails to restore the
employee's health insurance as required by this section upon the employee's
return, the employing office may be liable for benefits lost by reason of the
violation, for other actual monetary losses sustained as a direct result of the
violation, and for appropriate equitable relief tailored to the harm suffered.
``Sec. 825.213 Employing office recovery of benefit costs
``(a) In addition to the circumstances discussed in 825.212(b), and subject
to the exceptions provided in 825.208(k), an employing office may recover its
share of health plan premiums during a period of unpaid FMLA leave from an
employee if the employee fails to return to work after the employee's FMLA leave
entitlement has been exhausted or expires, unless the reason the employee does
not return is due to:
``(1) The continuation, recurrence, or onset of either a serious
health condition of the employee or the employee's family member, or a
serious injury or illness of a covered servicemember, which would
otherwise entitle the employee to leave under FMLA; or
``(2) Other circumstances beyond the employee's control. Examples of
other circumstances beyond the employee's control are necessarily broad.
They include such situations as where a parent chooses to stay home with
a newborn child who has a serious health condition; an employee's spouse
is unexpectedly transferred to a job location more than 75 miles from
the employee's worksite; a relative or individual other than a covered
family member has a serious health condition and the employee is needed
to provide care; the employee is laid off while on leave; or, the
employee is a key employee who decides not to return to work upon being
notified of the employing office's intention to deny restoration because
of substantial and grievous economic injury to the employing office's
operations and is not reinstated by the employing office. Other
circumstances beyond the employee's control would not include a
situation where an employee desires to remain with a parent in a distant
city even though the parent no longer requires the employee's care, or a
parent chooses not to return to work to stay home with a well, newborn
child.
``(3) When an employee fails to return to work because of the
continuation, recurrence, or onset of either a serious health condition
of the employee or employee's family member, or a serious injury or
illness of a covered servicemember, thereby precluding the employing
office from recovering its (share of) health benefit premium payments
made on the employee's behalf during a period of unpaid FMLA leave, the
employing office may require medical certification of the employee's or
the family member's serious health condition or the covered
servicemember's serious injury or illness. Such certification is not
required unless requested by the employing office. The cost of the
certification shall be borne by the employee, and the employee is not
entitled to be paid for the time or travel costs spent in acquiring the
certification. The employee is required to provide medical certification
in a timely manner which, for purposes of this section, is within 30
days from the date of the employing office's request. For purposes of
medical certification, the employee may use the optional forms developed
for this purpose. See 825.306(b), 825.310(c)-(d) and Forms A, B, and F.
If the employing office requests medical certification and the employee
does not provide such certification in a timely manner (within 30 days),
or the reason for not returning to work does not meet the test of other
circumstances beyond the employee's control, the employing office may
recover 100 percent of the health benefit premiums it paid during the
period of unpaid FMLA leave.
``(b) Under some circumstances an employing office may elect to maintain
other benefits, e.g., life insurance, disability insurance, etc., by paying the
employee's (share of) premiums during periods of unpaid FMLA leave. For example,
to ensure the employing office can meet its responsibilities to provide
equivalent benefits to the employee upon return from unpaid FMLA leave, it may
be necessary that premiums be paid continuously to avoid a lapse of coverage. If
the employing office elects to maintain such benefits during the leave, at the
conclusion of leave, the employing office is entitled to recover only the costs
incurred for paying the employee's share of any premiums whether or not the
employee returns to work.
``(c) An employee who returns to work for at least 30 calendar days is
considered to have returned to work. An employee who transfers directly from
taking FMLA leave to retirement, or who retires during the first 30 days after
the employee returns to work, is deemed to have returned to work.
``(d) When an employee elects or an employing office requires paid leave to
be substituted for FMLA leave, the employing office may not recover its (share
of) health insurance or other non-health benefit premiums for any period of FMLA
leave covered by paid leave. Because paid leave provided under a plan covering
temporary disabilities (including workers' compensation) is not unpaid, recovery
of health insurance premiums does not apply to such paid leave.
``(e) The amount that self-insured employing offices may recover is limited
to only the employing office's share of allowable premiums as would be
calculated under COBRA, excluding the two percent fee for administrative costs.
``(f) When an employee fails to return to work, any health and non-health
benefit premiums which this section of the regulations permits an employing
office to recover are a debt owed by the non-returning employee to the employing
office. The existence of this debt caused by the employee's failure to return to
work does not alter the employing office's responsibilities for health benefit
coverage and, under a self-insurance plan, payment of claims incurred during the
period of FMLA leave. To the extent recovery is allowed, the employing office
may recover the costs through deduction from any sums due to the employee (e.g.,
unpaid wages, vacation pay, etc.), provided such deductions do not otherwise
violate applicable wage payment or other laws. Alternatively, the employing
office may initiate legal action against the employee to recover such costs.
``Sec. 825.214 Employee right to reinstatement
``General Rule. On return from FMLA leave, an employee is entitled to be
returned to the same position the employee held when leave commenced, or to an
equivalent position with equivalent benefits, pay, and other terms and
conditions of employment. An employee is entitled to such reinstatement even if
the employee has been replaced or his or her position has been restructured to
accommodate the employee's absence. See also 825.106(e) for the obligations of
employing offices that are joint employers.
``Sec. 825.215 Equivalent position
``(a) Equivalent position. An equivalent position is one that is virtually
identical to the employee's former position in terms of pay, benefits, and
working conditions, including privileges, prerequisites, and status. It must
involve the same or substantially similar duties and responsibilities, which
must entail substantially equivalent skill, effort, responsibility, and
authority.
``(b) Conditions to qualify. If an employee is no longer qualified for the
position because of the employee's inability to attend a necessary course, renew
a license, etc., as a result of the leave, the employee shall be given a
reasonable opportunity to fulfill those conditions upon return to work.
``(c) Equivalent Pay. (1) An employee is entitled to any unconditional pay
increases which may have occurred during the FMLA leave period, such as cost of
living increases. Pay increases conditioned upon seniority, length of service,
or work performed must be granted in accordance with the employing office's
policy or practice with respect to other employees on an equivalent leave status
for a reason that does not qualify as FMLA leave. An employee is entitled to be
restored to a position with the same or equivalent pay premiums, such as a shift
differential. If an employee departed from a position averaging ten hours of
overtime (and corresponding overtime pay) each week, an employee is ordinarily
entitled to such a position on return from FMLA leave.
``(2) Equivalent pay includes any bonus or payment, whether it is
discretionary or non-discretionary, made to employees consistent with
the provisions of paragraph (c)(1) of this section. However, if a bonus
or other payment is based on the achievement of a specified goal such as
hours worked, products sold or perfect attendance, and the employee has
not met the goal due to FMLA leave, then the payment may be denied,
unless otherwise paid to employees on an equivalent leave status for a
reason that does not qualify as FMLA leave. For example, if an employee
who used paid vacation leave for a non-FMLA purpose would receive the
payment, then the employee who used paid vacation leave for an FMLA-
protected purpose also must receive the payment.
``(d) Equivalent benefits. Benefits include all benefits provided or made
available to employees by an employing office, including group life insurance,
health insurance, disability insurance, sick leave, annual leave, educational
benefits, and pensions, regardless of whether such benefits are provided by a
practice or written policy of an employing office through an employee benefit
plan.
``(1) At the end of an employee's FMLA leave, benefits must be
resumed in the same manner and at the same levels as provided when the
leave began, and subject to any changes in benefit levels that may have
taken place during the period of FMLA leave affecting the entire work
force, unless otherwise elected by the employee. Upon return from FMLA
leave, an employee cannot be required to requalify for any benefits the
employee enjoyed before FMLA leave began (including family or dependent
coverages). For example, if an employee was covered by a life insurance
policy before taking leave but is not covered or coverage lapses during
the period of unpaid FMLA leave, the employee cannot be required to meet
any qualifications, such as taking a physical examination, in order to
requalify for life insurance upon return from leave. Accordingly, some
employing offices may find it necessary to modify life insurance and
other benefits programs in order to restore employees to equivalent
benefits upon return from FMLA leave, make arrangements for continued
payment of costs to maintain such benefits during unpaid FMLA leave, or
pay these costs subject to recovery from the employee on return from
leave. See 825.213(b).
``(2) An employee may, but is not entitled to, accrue any additional
benefits or seniority during unpaid FMLA leave. Benefits accrued at the
time leave began, however, (e.g., paid vacation, sick or personal leave
to the extent not substituted for FMLA leave) must be available to an
employee upon return from leave.
``(3) If, while on unpaid FMLA leave, an employee desires to
continue life insurance, disability insurance, or other types of
benefits for which he or she typically pays, the employing office is
required to follow established policies or practices for continuing such
benefits for other instances of leave without pay. If the employing
office has no established policy, the employee and the employing office
are encouraged to agree upon arrangements before FMLA leave begins.
``(4) With respect to pension and other retirement plans, any period
of unpaid FMLA leave shall not be treated as or counted toward a break
in service for purposes of vesting and eligibility to participate. Also,
if the plan requires an employee to be employed on a specific date in
order to be credited with a year of service for vesting, contributions
or participation purposes, an employee on unpaid FMLA leave on that date
shall be deemed to have been employed on that date. However, unpaid FMLA
leave periods need not be treated as credited service for purposes of
benefit accrual, vesting and eligibility to participate.
``(5) Employees on unpaid FMLA leave are to be treated as if they
continued to work for purposes of changes to benefit plans. They are
entitled to changes in benefits plans, except those which may be
dependent upon seniority or accrual during the leave period, immediately
upon return from leave or to the same extent they would have qualified
if no leave had been taken. For example if the benefit plan is
predicated on a pre-established number of hours worked each year and the
employee does not have sufficient hours as a result of taking unpaid
FMLA leave, the benefit is lost. (In this regard, 825.209 addresses
health benefits.)
``(e) Equivalent terms and conditions of employment. An equivalent position
must have substantially similar duties, conditions, responsibilities,
privileges, and status as the employee's original position.
``(1) The employee must be reinstated to the same or a
geographically proximate worksite (i.e., one that does not involve a
significant increase in commuting time or distance) from where the
employee had previously been employed. If the employee's original
worksite has been closed, the employee is entitled to the same rights as
if the employee had not been on leave when the worksite closed. For
example, if an employing office transfers all employees from a closed
worksite to a new worksite in a different city, the employee on leave is
also entitled to transfer under the same conditions as if he or she had
continued to be employed.
``(2) The employee is ordinarily entitled to return to the same
shift or the same or an equivalent work schedule.
``(3) The employee must have the same or an equivalent opportunity
for bonuses, and other similar discretionary and non-discretionary
payments.
``(4) FMLA does not prohibit an employing office from accommodating
an employee's request to be restored to a different shift, schedule, or
position which better suits the employee's personal needs on return from
leave, or to offer a promotion to a better position. However, an
employee cannot be induced by the employing office to accept a different
position against the employee's wishes.
``(f) De minimis exception. The requirement that an employee be restored to
the same or equivalent job with the same or equivalent pay, benefits, and terms
and conditions of employment does not extend to de minimis, intangible, or
unmeasurable aspects of the job.
``Sec. 825.216 Limitations on an employee's right to reinstatement
``(a) An employee has no greater right to reinstatement or to other benefits
and conditions of employment than if the employee had been continuously employed
during the FMLA leave period. An employing office must be able to show that an
employee would not otherwise have been employed at the time reinstatement is
requested in order to deny restoration to employment. For example:
``(1) If an employee is laid off during the course of taking FMLA
leave and employment is terminated, the employing office's
responsibility to continue FMLA leave, maintain group health plan
benefits and restore the employee ceases at the time the employee is
laid off, provided the employing office has no continuing obligations
under a collective bargaining agreement or otherwise. An employing
office would have the burden of proving that an employee would have been
laid off during the FMLA leave period and, therefore, would not be
entitled to restoration. Restoration to a job slated for lay-off when
the employee's original position is not would not meet the requirements
of an equivalent position.
``(2) If a shift has been eliminated, or overtime has been
decreased, an employee would not be entitled to return to work that
shift or the original overtime hours upon restoration. However, if a
position on, for example, a night shift has been filled by another
employee, the employee is entitled to return to the same shift on which
employed before taking FMLA leave.
``(3) If an employee was hired for a specific term or only to
perform work on a discrete project, the employing office has no
obligation to restore the employee if the employment term or project is
over and the employing office would not otherwise have continued to
employ the employee. On the other hand, if an employee was hired to
perform work for one employing office for a specific time period, and
after that time period has ended, the work was assigned to another
employing office, the successor employing office may be required to
restore the employee if it is a successor employing office.
``(b) In addition to the circumstances explained above, an employing office
may deny job restoration to salaried eligible employees (key employees, as
defined in 825.217(c)), if such denial is necessary to prevent substantial and
grievous economic injury to the operations of the employing office; or may delay
restoration to an employee who fails to provide a fitness-for-duty certificate
to return to work under the conditions described in 825.312.
``(c) If the employee is unable to perform an essential function of the
position because of a physical or mental condition, including the continuation
of a serious health condition or an injury or illness also covered by workers'
compensation, the employee has no right to restoration to another position under
the FMLA. The employing office's obligations may, however, be governed by the
Americans with Disabilities Act (ADA), as amended and as made applicable by the
CAA. See 825.702.
``(d) An employee who fraudulently obtains FMLA leave from an employing
office is not protected by the job restoration or maintenance of health benefits
provisions of the FMLA, as made applicable by the CAA.
``(e) If the employing office has a uniformly-applied policy governing
outside or supplemental employment, such a policy may continue to apply to an
employee while on FMLA leave. An employing office which does not have such a
policy may not deny benefits to which an employee is entitled under FMLA, as
made applicable by the CAA, on this basis unless the FMLA leave was fraudulently
obtained as in paragraph (d) of this section.
``Sec. 825.217 Key employee, general rule
``(a) A key employee is a salaried FMLA-eligible employee who is among the
highest paid 10 percent of all the employees employed by the employing office
within 75 miles of the employee's worksite.
``(b) The term salaried means paid on a salary basis, within the meaning of
the Board's FLSA regulations at part 541, implementing section 203 of the CAA (2
U.S.C. 1313), regarding employees who may qualify as exempt from the minimum
wage and overtime requirements of the FLSA, as made applicable by the CAA.
``(c) A key employee must be among the highest paid 10 percent of all the
employees--both salaried and non-salaried, eligible and ineligible--who are
employed by the employing office within 75 miles of the worksite.
``(1) In determining which employees are among the highest paid 10
percent, year-to-date earnings are divided by weeks worked by the
employee (including weeks in which paid leave was taken). Earnings
include wages, premium pay, incentive pay, and non-discretionary and
discretionary bonuses. Earnings do not include incentives whose value is
determined at some future date, e.g., benefits or prerequisites.
``(2) The determination of whether a salaried employee is among the
highest paid 10 percent shall be made at the time the employee gives
notice of the need for leave. No more than 10 percent of the employing
office's employees within 75 miles of the worksite may be key employees.
``Sec. 825.218 Substantial and grievous economic injury
``(a) In order to deny restoration to a key employee, an employing office
must determine that the restoration of the employee to employment will cause
substantial and grievous economic injury to the operations of the employing
office, not whether the absence of the employee will cause such substantial and
grievous injury.
``(b) An employing office may take into account its ability to replace on a
temporary basis (or temporarily do without) the employee on FMLA leave. If
permanent replacement is unavoidable, the cost of then reinstating the employee
can be considered in evaluating whether substantial and grievous economic injury
will occur from restoration; in other words, the effect on the operations of the
employing office of reinstating the employee in an equivalent position.
``(c) A precise test cannot be set for the level of hardship or injury to
the employing office which must be sustained. If the reinstatement of a key
employee threatens the economic viability of the employing office, that would
constitute substantial and grievous economic injury. A lesser injury which
causes substantial, long-term economic injury would also be sufficient. Minor
inconveniences and costs that the employing office would experience in the
normal course would certainly not constitute substantial and grievous economic
injury.
``(d) FMLA's substantial and grievous economic injury standard is different
from and more stringent than the undue hardship test under the ADA, as made
applicable by the CAA. See also 825.702.
``Sec. 825.219 Rights of a key employee
``(a) An employing office that believes that reinstatement may be denied to
a key employee, must give written notice to the employee at the time the
employee gives notice of the need for FMLA leave (or when FMLA leave commences,
if earlier) that he or she qualifies as a key employee. At the same time, the
employing office must also fully inform the employee of the potential
consequences with respect to reinstatement and maintenance of health benefits if
the employing office should determine that substantial and grievous economic
injury to the employing office's operations will result if the employee is
reinstated from FMLA leave. If such notice cannot be given immediately because
of the need to determine whether the employee is a key employee, it shall be
given as soon as practicable after being notified of a need for leave (or the
commencement of leave, if earlier). It is expected that in most circumstances
there will be no desire that an employee be denied restoration after FMLA leave
and, therefore, there would be no need to provide such notice. However, an
employing office who fails to provide such timely notice will lose its right to
deny restoration even if substantial and grievous economic injury will result
from reinstatement.
``(b) As soon as an employing office makes a good faith determination, based
on the facts available, that substantial and grievous economic injury to its
operations will result if a key employee who has given notice of the need for
FMLA leave or is using FMLA leave is reinstated, the employing office shall
notify the employee in writing of its determination, that it cannot deny FMLA
leave, and that it intends to deny restoration to employment on completion of
the FMLA leave. It is anticipated that an employing office will ordinarily be
able to give such notice prior to the employee starting leave. The employing
office must serve this notice either in person or by certified mail. This notice
must explain the basis for the employing office's finding that substantial and
grievous economic injury will result, and, if leave has commenced, must provide
the employee a reasonable time in which to return to work, taking into account
the circumstances, such as the length of the leave and the urgency of the need
for the employee to return.
``(c) If an employee on leave does not return to work in response to the
employing office's notification of intent to deny restoration, the employee
continues to be entitled to maintenance of health benefits and the employing
office may not recover its cost of health benefit premiums. A key employee's
rights under FMLA continue unless and until the employee either gives notice
that he or she no longer wishes to return to work, or the employing office
actually denies reinstatement at the conclusion of the leave period.
``(d) After notice to an employee has been given that substantial and
grievous economic injury will result if the employee is reinstated to
employment, an employee is still entitled to request reinstatement at the end of
the leave period even if the employee did not return to work in response to the
employing office's notice. The employing office must then again determine
whether there will be substantial and grievous economic injury from
reinstatement, based on the facts at that time. If it is determined that
substantial and grievous economic injury will result, the employing office shall
notify the employee in writing (in person or by certified mail) of the denial of
restoration.
``Sec. 825.220 Protection for employees who request leave or otherwise assert
FMLA rights
``(a) The FMLA, as made applicable by the CAA, prohibits interference with
an employee's rights under the law, and with legal proceedings or inquiries
relating to an employee's rights. More specifically, the law contains the
following employee protections:
``(1) An employing office is prohibited from interfering with,
restraining, or denying the exercise of (or attempts to exercise) any
rights provided by the FMLA, as made applicable by the CAA.
``(2) An employing office is prohibited from discharging or in any
other way discriminating against any covered employee (whether or not an
eligible employee) for opposing or complaining about any unlawful
practice under the FMLA, as made applicable by the CAA.
``(3) All employing offices are prohibited from discharging or in
any other way discriminating against any covered employee (whether or
not an eligible employee) because that covered employee has--
``(A) Filed any claim, or has instituted (or caused to be
instituted) any proceeding under or related to the FMLA, as made
applicable by the CAA;
``(B) Given, or is about to give, any information in
connection with an inquiry or proceeding relating to a right
under the FMLA, as made applicable by the CAA;
``(C) Testified, or is about to testify, in any inquiry or
proceeding relating to a right under the FMLA, as made
applicable by the CAA.
``(b) Any violations of the FMLA, as made applicable by the CAA, or of these
regulations constitute interfering with, restraining, or denying the exercise of
rights provided by the FMLA, as made applicable by the CAA. An employing office
may be liable for compensation and benefits lost by reason of the violation, for
other actual monetary losses sustained as a direct result of the violation, and
for appropriate equitable or other relief, including employment, reinstatement,
promotion, or any other relief tailored to the harm suffered. See 825.400(b).
Interfering with the exercise of an employee's rights would include, for
example, not only refusing to authorize FMLA leave, but discouraging an employee
from using such leave. It would also include manipulation by a covered employing
office to avoid responsibilities under FMLA, for example:
``(1) [Reserved]
``(2) Changing the essential functions of the job in order to
preclude the taking of leave; or
``(3) Reducing hours available to work in order to avoid employee
eligibility.
``(c) The FMLA's prohibition against interference prohibits an employing
office from discriminating or retaliating against an employee or prospective
employee for having exercised or attempted to exercise FMLA rights. For example,
if an employee on leave without pay would otherwise be entitled to full benefits
(other than health benefits), the same benefits would be required to be provided
to an employee on unpaid FMLA leave. By the same token, employing offices cannot
use the taking of FMLA leave as a negative factor in employment actions, such as
hiring, promotions or disciplinary actions; nor can FMLA leave be counted under
no fault attendance policies. See 825.215.
``(d) Employees cannot waive, nor may employing offices induce employees to
waive, their rights under FMLA. For example, employees (or their collective
bargaining representatives) cannot trade off the right to take FMLA leave
against some other benefit offered by the employing office. Except for
settlement agreements covered by 1414 and/or 1415 of the Congressional
Accountability Act, this does not prevent the settlement or release of FMLA
claims by employees based on past employing office conduct without the approval
of the Office of Congressional Workplace Rights or a court. Nor does it prevent
an employee's voluntary and uncoerced acceptance (not as a condition of
employment) of a light duty assignment while recovering from a serious health
condition. See 825.702(d). An employee's acceptance of such light duty
assignment does not constitute a waiver of the employee's prospective rights,
including the right to be restored to the same position the employee held at the
time the employee's FMLA leave commenced or to an equivalent position. The
employee's right to restoration, however, ceases at the end of the applicable
12-month FMLA leave year.
``(e) Covered employees, and not merely eligible employees, are protected
from retaliation for opposing (e.g., filing a complaint about) any practice
which is unlawful under the FMLA, as made applicable by the CAA. They are
similarly protected if they oppose any practice which they reasonably believe to
be a violation of the FMLA, as made applicable by the CAA, or regulations.
``Subpart C--Employee and Employing Office Rights and Obligations Under The
FMLA, As Made Applicable by the CAA
``Sec. 825.300 Employing office notice requirements
``(a)(1) If an employing office has any eligible employees and has any
written guidance to employees concerning employee benefits or leave rights, such
as in an employee handbook, information concerning both entitlements and
employee obligations under the FMLA, as made applicable by the CAA, must be
included in the handbook or other document. For example, if an employing office
provides an employee handbook to all employees that describes the employing
office's policies regarding leave, wages, attendance, and similar matters, the
handbook must incorporate information on FMLA rights and responsibilities and
the employing office's policies regarding the FMLA, as made applicable by the
CAA. Informational publications describing the provisions of the FMLA, as made
applicable by the CAA, are available from the Office of Congressional Workplace
Rights and may be incorporated in such employing office handbooks or written
policies.
``(2) If such an employing office does not have written policies,
manuals, or handbooks describing employee benefits and leave provisions,
the employing office shall provide written guidance to an employee
concerning all the employee's rights and obligations under the FMLA, as
made applicable by the CAA. This notice shall be provided to employees
each time notice is given pursuant to paragraph (c), and in accordance
with the provisions of that paragraph. Employing offices may duplicate
and provide the employee a copy of the FMLA Fact Sheet available from
the Office of Congressional Workplace Rights to provide such guidance.
``(b) Eligibility notice. (1) When an employee requests FMLA leave, or when
the employing office acquires knowledge that an employee's leave may be for an
FMLA-qualifying reason, the employing office must notify the employee of the
employee's eligibility to take FMLA leave within five business days, absent
extenuating circumstances. See 825.110 for definition of an eligible employee.
Employee eligibility is determined (and notice must be provided) at the
commencement of the first instance of leave for each FMLA-qualifying reason in
the applicable 12-month period. See 825.127(c) and 825.200(b). All FMLA absences
for the same qualifying reason are considered a single leave and employee
eligibility as to that reason for leave does not change during the applicable
12-month period.
``(2) The eligibility notice must state whether the employee is
eligible for FMLA leave as defined in 825.110. If the employee is not
eligible for FMLA leave, the notice must state at least one reason why
the employee is not eligible, including as applicable the number of
months the employee has been employed by the employing office and the
hours of service with the employing office during the 12-month period.
Notification of eligibility may be oral or in writing; employing offices
may use Form C to provide such notification to employees.
``(3) If, at the time an employee provides notice of a subsequent
need for FMLA leave during the applicable 12-month period due to a
different FMLA-qualifying reason, and the employee's eligibility status
has not changed, no additional eligibility notice is required. If,
however, the employee's eligibility status has changed (e.g., if the
employee has not met the hours of service requirement in the 12 months
preceding the commencement of leave for the subsequent qualifying
reason), the employing office must notify the employee of the change in
eligibility status within five business days, absent extenuating
circumstances.
``(c) Rights and responsibilities notice. (1) Employing offices shall
provide written notice detailing the specific expectations and obligations of
the employee and explaining any consequences of a failure to meet these
obligations. This notice shall be provided to the employee each time the
eligibility notice is provided pursuant to paragraph (b) of this section. If
leave has already begun, the notice should be mailed to the employee's address
of record. Such specific notice must include, as appropriate:
``(A) That the leave may be designated and counted against
the employee's annual FMLA leave entitlement if qualifying (See
825.300(c) and 825.301) and the applicable 12-month period for
FMLA entitlement (See 825.127(c), 825.200(b), (f), and (g));
``(B) Any requirements for the employee to furnish
certification of a serious health condition, serious injury or
illness, or qualifying exigency arising out of covered active
duty or call to covered active duty status, and the consequences
of failing to do so (See 825.305, 825.309, 825.310, 825.313);
``(C) If applicable, the employee's right to substitute paid
parental leave for unpaid FMLA leave for a birth or placement
(See 825.208) and the employee's right to substitute paid leave
generally, whether the employing office will require the
substitution of paid leave, the conditions related to any
substitution, and the employee's entitlement to take unpaid FMLA
leave if the employee does not meet the conditions for paid
leave (See 825.207);
``(D) Any requirement for the employee to make any premium
payments to maintain health benefits and the arrangements for
making such payments (See 825.210), and the possible
consequences of failure to make such payments on a timely basis
(i.e., the circumstances under which coverage may lapse);
``(E) The employee's status as a key employee and the
potential consequence that restoration may be denied following
FMLA leave, explaining the conditions required for such denial
(See 825.218);
``(F) The employee's right to maintenance of benefits during
the FMLA leave and restoration to the same or an equivalent job
upon return from FMLA leave (See 825.214 and 825.604); and
``(G) The employee's potential liability for payment of
health insurance premiums paid by the employing office during
the employee's unpaid FMLA leave if the employee fails to return
to work after taking FMLA leave (See 825.213, 825.208(k)).
``(2) The notice of rights and responsibilities may include other
information--e.g., whether the employing office will require periodic
reports of the employee's status and intent to return to work--but is
not required to do so.
``(3) The notice of rights and responsibilities may be accompanied
by any required certification form.
``(4) If the specific information provided by the notice of rights
and responsibilities changes, the employing office shall, within five
business days of receipt of the employee's first notice of need for
leave subsequent to any change, provide written notice referencing the
prior notice and setting forth any of the information in the notice of
rights and responsibilities that has changed. For example, if the
initial leave period was paid leave and the subsequent leave period
would be unpaid leave, the employing office may need to give notice of
the arrangements for making premium payments.
``(5) Employing offices are also expected to responsively answer
questions from employees concerning their rights and responsibilities
under the FMLA, as made applicable under the CAA.
``(6) A prototype notice of rights and responsibilities may be
obtained in Form C, or from the Office of Congressional Workplace
Rights. Employing offices may adapt the prototype notice as appropriate
to meet these notice requirements. The notice of rights and
responsibilities may be distributed electronically so long as it
otherwise meets the requirements of this section.
``(d) Designation notice. (1) The employing office is responsible in all
circumstances for designating leave as FMLA-qualifying, and for giving notice of
the designation to the employee as provided in this section. When the employing
office has enough information to determine whether the leave is being taken for
a FMLA-qualifying reason (e.g., after receiving a certification), the employing
office must notify the employee whether the leave will be designated and will be
counted as FMLA leave within five business days absent extenuating
circumstances. Only one notice of designation is required for each FMLA-
qualifying reason per applicable 12-month period, regardless of whether the
leave taken due to the qualifying reason will be a continuous block of leave or
intermittent or reduced schedule leave. If the employing office determines that
the leave will not be designated as FMLA-qualifying (e.g., if the leave is not
for a reason covered by FMLA or the FMLA leave entitlement has been exhausted),
the employing office must notify the employee of that determination. Subject to
825.208, if the employing office requires paid leave to be substituted for
unpaid FMLA leave, or that paid leave taken under an existing leave plan be
counted as FMLA leave, the employing office must inform the employee of this
designation at the time of designating the FMLA leave.
``(2) If the employing office has sufficient information to
designate the leave as FMLA leave immediately after receiving notice of
the employee's need for leave, the employing office may provide the
employee with the designation notice at that time.
``(3) If the employing office will require the employee to present a
fitness-for-duty certification to be restored to employment, the
employing office must provide notice of such requirement with the
designation notice. If the employing office will require that the
fitness-for-duty certification address the employee's ability to perform
the essential functions of the employee's position, the employing office
must so indicate in the designation notice, and must include a list of
the essential functions of the employee's position. See 825.312. If the
employing office's handbook or other written documents (if any)
describing the employing office's leave policies clearly provide that a
fitness-for- duty certification will be required in specific
circumstances (e.g., by stating that fitness- for-duty certification
will be required in all cases of back injuries for employees in a
certain occupation), the employing office is not required to provide
written notice of the requirement with the designation notice, but must
provide oral notice no later than with the designation notice.
``(4) The designation notice must be in writing. A prototype
designation notice is contained in Form D which may be obtained from the
Office of Congressional Workplace Rights. If the leave is not designated
as FMLA leave because it does not meet the requirements of the FMLA, as
made applicable by the CAA, the notice to the employee that the leave is
not designated as FMLA leave may be in the form of a simple written
statement. The designation notice may be distributed electronically so
long as it otherwise meets the requirements of this section and the
employing office can demonstrate that the employee (who may already be
on leave and who may not have access to employing office-provided
computers) has access to the information electronically.
``(5) If the information provided by the employing office to the
employee in the designation notice changes (e.g., the employee exhausts
the FMLA leave entitlement), the employing office shall provide, within
five business days of receipt of the employee's first notice of need for
leave subsequent to any change, written notice of the change.
``(6) The employing office must notify the employee of the amount of
leave counted against the employee's FMLA leave entitlement and, if
applicable, the employee's paid parental leave entitlement. If the
amount of leave needed is known at the time the employing office
designates the leave as FMLA-qualifying, the employing office must
notify the employee of the number of hours, days, or weeks that will be
counted against the employee's FMLA leave entitlement in the designation
notice. If it is not possible to provide the hours, days, or weeks that
will be counted against the employee's FMLA leave entitlement (such as
in the case of unforeseeable intermittent leave), then the employing
office must provide notice of the amount of leave counted against the
employee's FMLA leave entitlement and, if applicable, paid parental
leave entitlement, upon the request by the employee, but no more often
than once in a 30-day period and only if leave was taken in that period.
The notice of the amount of leave counted against the employee's FMLA
entitlement and, if applicable, paid parental leave entitlement may be
oral or in writing. If such notice is oral, it shall be confirmed in
writing no later than the following payday (unless the payday is less
than one week after the oral notice, in which case the notice must be no
later than the subsequent payday). Such written notice may be in any
form, including a notation on the employee's pay stub.
``(e) Consequences of failing to provide notice. Failure to follow the
notice requirements set forth in this section may constitute an interference
with, restraint, or denial of the exercise of an employee's FMLA rights. An
employing office may be liable for compensation and benefits lost by reason of
the violation, for other actual monetary losses sustained as a direct result of
the violation, and for appropriate equitable or other relief, including
employment, reinstatement, promotion, or any other relief tailored to the harm
suffered. See 825.400(b).
``Sec. 825.301 Designation of FMLA leave
``(a) Employing office responsibilities. The employing office's decision to
designate leave as FMLA-qualifying must be based only on information received
from the employee or the employee's spokesperson (e.g., if the employee is
incapacitated, the employee's spouse, adult child, parent, doctor, etc., may
provide notice to the employing office of the need to take FMLA leave). In any
circumstance where the employing office does not have sufficient information
about the reason for an employee's use of leave, the employing office should
inquire further of the employee or the spokesperson to ascertain whether leave
is potentially FMLA-qualifying. Once the employing office has acquired knowledge
that the leave is being taken for a FMLA-qualifying reason, the employing office
must notify the employee as provided in 825.300(d).
``(b) Employee responsibilities. An employee giving notice of the need for
FMLA leave does not need to expressly assert rights under the FMLA, as made
applicable by the CAA, or even mention the FMLA to meet his or her obligation to
provide notice, though the employee would need to state a qualifying reason for
the needed leave and otherwise satisfy the notice requirements set forth in
825.302 or 825.303 depending on whether the need for leave is foreseeable or
unforeseeable. An employee giving notice of the need for FMLA leave must explain
the reasons for the needed leave so as to allow the employing office to
determine whether the leave qualifies under the FMLA, as made applicable by the
CAA. If the employee fails to explain the reasons, leave may be denied. In many
cases, in explaining the reasons for a request to use leave, especially when the
need for the leave was unexpected or unforeseen, an employee will provide
sufficient information for the employing office to designate the leave as FMLA
leave. An employee using accrued paid leave may in some cases not spontaneously
explain the reasons or their plans for using their accrued leave. However, if an
employee requesting to use paid leave for a FMLA-qualifying reason does not
explain the reason for the leave and the employing office denies the employee's
request, the employee will need to provide sufficient information to establish a
FMLA-qualifying reason for the needed leave so that the employing office is
aware that the leave may not be denied and may designate that the paid leave be
appropriately counted against (substituted for) the employee's FMLA leave
entitlement. Similarly, an employee using accrued paid vacation leave who seeks
an extension of unpaid leave for a FMLA-qualifying reason will need to state the
reason. If this is due to an event which occurred during the period of paid
leave, the employing office may count the leave used after the FMLA-qualifying
reason against the employee's FMLA leave entitlement.
``(c) Disputes. If there is a dispute between an employing office and an
employee as to whether leave qualifies as FMLA leave, it should be resolved
through discussions between the employee and the employing office. Such
discussions and the decision must be documented.
``(d) Retroactive designation. Subject to 825.208, if an employing office
does not designate leave as required by 825.300, the employing office may
retroactively designate leave as FMLA leave with appropriate notice to the
employee as required by 825.300 provided that the employing office's failure to
timely designate leave does not cause harm or injury to the employee. In all
cases where leave would qualify for FMLA protections, an employing office and an
employee can mutually agree that leave be retroactively designated as FMLA
leave.
``(e) Remedies. If an employing office's failure to timely designate leave
in accordance with 825.300 causes the employee to suffer harm, it may constitute
an interference with, restraint of, or denial of the exercise of an employee's
FMLA rights. An employing office may be liable for compensation and benefits
lost by reason of the violation, for other actual monetary losses sustained as a
direct result of the violation, and for appropriate equitable or other relief,
including employment, reinstatement, promotion, or any other relief tailored to
the harm suffered. See 825.400(b). For example, if an employing office that was
put on notice that an employee needed FMLA leave failed to designate the leave
properly, but the employee's own serious health condition prevented him or her
from returning to work during that time period regardless of the designation, an
employee may not be able to show that the employee suffered harm as a result of
the employing office's actions. However, if an employee took leave to provide
care for a son or daughter with a serious health condition believing it would
not count toward his or her FMLA entitlement, and the employee planned to later
use that FMLA leave to provide care for a spouse who would need assistance when
recovering from surgery planned for a later date, the employee may be able to
show that harm has occurred as a result of the employing office's failure to
designate properly. The employee might establish this by showing that he or she
would have arranged for an alternative caregiver for the seriously-ill son or
daughter if the leave had been designated timely.
``Sec. 825.302 Employee notice requirements for foreseeable FMLA leave
``(a) Timing of notice. An employee must provide the employing office at
least 30 days advance notice before FMLA leave is to begin if the need for the
leave is foreseeable based on an expected birth, placement for adoption or
foster care, planned medical treatment for a serious health condition of the
employee or of a family member, or the planned medical treatment for a serious
injury or illness of a covered servicemember. If 30 days' notice is not
practicable, such as because of a lack of knowledge of approximately when leave
will be required to begin, a change in circumstances, or a medical emergency,
notice must be given as soon as practicable. For example, an employee's health
condition may require leave to commence earlier than anticipated before the
birth of a child. Similarly, little opportunity for notice may be given before
placement for adoption. For foreseeable leave due to a qualifying exigency,
notice must be provided as soon as practicable, regardless of how far in advance
such leave is foreseeable. Whether FMLA leave is to be continuous or is to be
taken intermittently or on a reduced schedule basis, notice need only be given
one time, but the employee shall advise the employing office as soon as
practicable if dates of scheduled leave change or are extended, or were
initially unknown. In those cases where the employee is required to provide at
least 30 days' notice of foreseeable leave and does not do so, the employee
shall explain the reasons why such notice was not practicable upon a request
from the employing office for such information.
``(b) As soon as practicable means as soon as both possible and practical,
taking into account all of the facts and circumstances in the individual case.
When an employee becomes aware of a need for FMLA leave less than 30 days in
advance, it should be practicable for the employee to provide notice of the need
for leave either the same day or the next business day. In all cases, however,
the determination of when an employee could practicably provide notice must take
into account the individual facts and circumstances.
``(c) Content of notice. An employee shall provide at least verbal notice
sufficient to make the employing office aware that the employee needs FMLA-
qualifying leave, and the anticipated timing and duration of the leave.
Depending on the situation, such information may include that a condition
renders the employee unable to perform the functions of the job; that the
employee is pregnant or has been hospitalized overnight; whether the employee or
the employee's family member is under the continuing care of a health care
provider; if the leave is due to a qualifying exigency, that a military member
is on covered active duty or call to covered active duty status (or has been
notified of an impending call or order to covered active duty), and that the
requested leave is for one of the reasons listed in 825.126(b); if the leave is
for a family member, that the condition renders the family member unable to
perform daily activities, or that the family member is a covered servicemember
with a serious injury or illness; and the anticipated duration of the absence,
if known. When an employee seeks leave for the first time for a FMLA-qualifying
reason, the employee need not expressly assert rights under the FMLA, as made
applicable by the CAA, or even mention the FMLA. When an employee seeks leave
due to a FMLA-qualifying reason, for which the employing office has previously
provided FMLA-protected leave, the employee must specifically reference the
qualifying reason for leave or the need for FMLA leave. In all cases, the
employing office should inquire further of the employee if it is necessary to
have more information about whether FMLA leave is being sought by the employee,
and obtain the necessary details of the leave to be taken. In the case of
medical conditions, the employing office may find it necessary to inquire
further to determine if the leave is because of a serious health condition and
may request medical certification to support the need for such leave. See
825.305. An employing office may also request certification to support the need
for leave for a qualifying exigency or for military caregiver leave. See
825.309, 825.310. When an employee has been previously certified for leave due
to more than one FMLA-qualifying reason, the employing office may need to
inquire further to determine for which qualifying reason the leave is needed. An
employee has an obligation to respond to an employing office's questions
designed to determine whether an absence is potentially FMLA-qualifying. Failure
to respond to reasonable employing office inquiries regarding the leave request
may result in denial of FMLA protection if the employing office is unable to
determine whether the leave is FMLA-qualifying.
``(d) Complying with the employing office policy. An employing office may
require an employee to comply with the employing office's usual and customary
notice and procedural requirements for requesting leave, absent unusual
circumstances. For example, an employing office may require that written notice
set forth the reasons for the requested leave, the anticipated duration of the
leave, and the anticipated start of the leave. An employee also may be required
by an employing office's policy to contact a specific individual. Unusual
circumstances would include situations such as when an employee is unable to
comply with the employing office's policy that requests for leave should be made
by contacting a specific number because on the day the employee needs to provide
notice of his or her need for FMLA leave there is no one to answer the call-in
number and the voice mail box is full. Where an employee does not comply with
the employing office's usual notice and procedural requirements, and no unusual
circumstances justify the failure to comply, FMLA-protected leave may be delayed
or denied. However, FMLA-protected leave may not be delayed or denied where the
employing office's policy requires notice to be given sooner than set forth in
paragraph (a) of this section and the employee provides timely notice as set
forth in paragraph (a) of this section.
``(e) Scheduling planned medical treatment. When planning medical treatment,
the employee must consult with the employing office and make a reasonable effort
to schedule the treatment so as not to disrupt unduly the employing office's
operations, subject to the approval of the health care provider. Employees are
ordinarily expected to consult with their employing offices prior to the
scheduling of treatment in order to work out a treatment schedule which best
suits the needs of both the employing office and the employee. For example, if
an employee who provides notice of the need to take FMLA leave on an
intermittent basis for planned medical treatment neglects to consult with the
employing office to make a reasonable effort to arrange the schedule of
treatments so as not to unduly disrupt the employing office's operations, the
employing office may initiate discussions with the employee and require the
employee to attempt to make such arrangements, subject to the approval of the
health care provider. See 825.203 and 825.205.
``(f) Intermittent leave or leave on a reduced leave schedule must be
medically necessary due to a serious health condition or a serious injury or
illness. An employee shall advise the employing office, upon request, of the
reasons why the intermittent/reduced leave schedule is necessary and of the
schedule for treatment, if applicable. The employee and employing office shall
attempt to work out a schedule for such leave that meets the employee's needs
without unduly disrupting the employing office's operations, subject to the
approval of the health care provider.
``(g) An employing office may waive employees' FMLA notice requirements. See
825.304(e).
``Sec. 825.303 Employee notice requirements for unforeseeable FMLA leave
``(a) Timing of notice. When the approximate timing of the need for leave is
not foreseeable, an employee must provide notice to the employing office as soon
as practicable under the facts and circumstances of the particular case. It
generally should be practicable for the employee to provide notice of leave that
is unforeseeable within the time prescribed by the employing office's usual and
customary notice requirements applicable to such leave. See 825.303(c). Notice
may be given by the employee's spokesperson (e.g., spouse, adult family member,
or other responsible party) if the employee is unable to do so personally. For
example, if an employee's child has a severe asthma attack and the employee
takes the child to the emergency room, the employee would not be required to
leave his or her child in order to report the absence while the child is
receiving emergency treatment. However, if the child's asthma attack required
only the use of an inhaler at home followed by a period of rest, the employee
would be expected to call the employing office promptly after ensuring the child
has used the inhaler.
``(b) Content of notice. An employee shall provide sufficient information
for an employing office to reasonably determine whether the FMLA may apply to
the leave request. Depending on the situation, such information may include that
a condition renders the employee unable to perform the functions of the job;
that the employee is pregnant or has been hospitalized overnight; whether the
employee or the employee's family member is under the continuing care of a
health care provider; if the leave is due to a qualifying exigency, that a
military member is on covered active duty or call to covered active duty status
(or has been notified of an impending call or order to covered active duty),
that the requested leave is for one of the reasons listed in 825.126(b), and the
anticipated duration of the absence; or if the leave is for a family member that
the condition renders the family member unable to perform daily activities or
that the family member is a covered servicemember with a serious injury or
illness; and the anticipated duration of the absence, if known. When an employee
seeks leave for the first time for a FMLA-qualifying reason, the employee need
not expressly assert rights under the FMLA, as made applicable by the CAA, or
even mention the FMLA. When an employee seeks leave due to a qualifying reason,
for which the employing office has previously provided the employee FMLA-
protected leave, the employee must specifically reference either the qualifying
reason for leave or the need for FMLA leave. Calling in `sick' without providing
more information will not be considered sufficient notice to trigger an
employing office's obligations under the FMLA, as made applicable by the CAA.
The employing office will be expected to obtain any additional required
information through informal means. An employee has an obligation to respond to
an employing office's questions designed to determine whether an absence is
potentially FMLA-qualifying. Failure to respond to reasonable employing office
inquiries office regarding the leave request may result in denial of FMLA
protection if the employing office is unable to determine whether the leave is
FMLA-qualifying.
``(c) Complying with employing office policy. When the need for leave is not
foreseeable, an employee must comply with the employing office's usual and
customary notice and procedural requirements for requesting leave, absent
unusual circumstances. For example, an employing office may require employees to
call a designated number or a specific individual to request leave. However, if
an employee requires emergency medical treatment, he or she would not be
required to follow the call-in procedure until his or her condition is
stabilized and he or she has access to, and is able to use, a phone. Similarly,
in the case of an emergency requiring leave because of a FMLA-qualifying reason,
written advance notice pursuant to an employing office's internal rules and
procedures may not be required when FMLA leave is involved. If an employee does
not comply with the employing office's usual notice and procedural requirements,
and no unusual circumstances justify the failure to comply, FMLA-protected leave
may be delayed or denied.
``Sec. 825.304 Employee failure to provide notice
``(a) Proper notice required. In all cases, in order for the onset of an
employee's FMLA leave to be delayed due to lack of required notice, it must be
clear that the employee had actual notice of the FMLA notice requirements. This
condition would be satisfied by the employing office's proper posting, at the
worksite where the employee is employed, of the information regarding the FMLA
provided (pursuant to section 301(h)(2) of the CAA, 2 U.S.C. 1381(h)(2)) by the
Office of Congressional Workplace Rights to the employing office in a manner
suitable for posting.
``(b) Foreseeable leave--30 days. When the need for FMLA leave is
foreseeable at least 30 days in advance and an employee fails to give timely
advance notice with no reasonable excuse, the employing office may delay FMLA
coverage until 30 days after the date the employee provides notice. The need for
leave and the approximate date leave would be taken must have been clearly
foreseeable to the employee 30 days in advance of the leave. For example,
knowledge that an employee would receive a telephone call about the availability
of a child for adoption at some unknown point in the future would not be
sufficient to establish the leave was clearly foreseeable 30 days in advance.
``(c) Foreseeable leave--less than 30 days. When the need for FMLA leave is
foreseeable fewer than 30 days in advance and an employee fails to give notice
as soon as practicable under the particular facts and circumstances, the extent
to which an employing office may delay FMLA coverage for leave depends on the
facts of the particular case. For example, if an employee reasonably should have
given the employing office two weeks' notice but instead only provided one
week's notice, then the employing office may delay FMLA-protected leave for one
week (thus, if the employing office elects to delay FMLA coverage and the
employee nonetheless takes leave one week after providing the notice (i.e., a
week before the two week notice period has been met) the leave will not be FMLA-
protected).
``(d) Unforeseeable leave. When the need for FMLA leave is unforeseeable and
an employee fails to give notice in accordance with 825.303, the extent to which
an employing office may delay FMLA coverage for leave depends on the facts of
the particular case. For example, if it would have been practicable for an
employee to have given the employing office notice of the need for leave very
soon after the need arises consistent with the employing office's policy, but
instead the employee provided notice two days after the leave began, then the
employing office may delay FMLA coverage of the leave by two days.
``(e) Waiver of notice. An employing office may waive employees' FMLA notice
obligations or the employing office's own internal rules on leave notice
requirements. If an employing office does not waive the employee's obligations
under its internal leave rules, the employing office may take appropriate action
under its internal rules and procedures for failure to follow its usual and
customary notification rules, absent unusual circumstances, as long as the
actions are taken in a manner that does not discriminate against employees
taking FMLA leave and the rules are not inconsistent with 825.303(a).
``Sec. 825.305 Certification, general rule
``(a) General. An employing office may require that an employee's leave to
care for the employee's covered family member with a serious health condition,
or due to the employee's own serious health condition that makes the employee
unable to perform one or more of the essential functions of the employee's
position, be supported by a certification issued by the health care provider of
the employee or the employee's family member. An employing office may also
require that an employee's leave because of a qualifying exigency or to care for
a covered servicemember with a serious injury or illness be supported by a
certification, as described in 825.309 and 825.310, respectively. An employing
office must give notice of a requirement for certification each time a
certification is required; such notice must be written notice whenever required
by 825.300(c). An employing office's oral request to an employee to furnish any
subsequent certification is sufficient.
``(b) Timing. In most cases, the employing office should request that an
employee furnish certification at the time the employee gives notice of the need
for leave or within five business days thereafter, or, in the case of unforeseen
leave, within five business days after the leave commences. The employing office
may request certification at some later date if the employing office later has
reason to question the appropriateness of the leave or its duration. The
employee must provide the requested certification to the employing office within
15 calendar days after the employing office's request, unless it is not
practicable under the particular circumstances to do so despite the employee's
diligent, good faith efforts or the employing office provides more than 15
calendar days to return the requested certification.
``(c) Complete and sufficient certification. The employee must provide a
complete and sufficient certification to the employing office if required by the
employing office in accordance with 825.306, 825.309, and 825.310. The employing
office shall advise an employee whenever the employing office finds a
certification incomplete or insufficient, and shall state in writing what
additional information is necessary to make the certification complete and
sufficient. A certification is considered incomplete if the employing office
receives a certification, but one or more of the applicable entries have not
been completed. A certification is considered insufficient if the employing
office receives a complete certification, but the information provided is vague,
ambiguous, or non-responsive. The employing office must provide the employee
with seven calendar days (unless not practicable under the particular
circumstances despite the employee's diligent good faith efforts) to cure any
such deficiency. If the deficiencies specified by the employing office are not
cured in the resubmitted certification, the employing office may deny the taking
of FMLA leave, in accordance with 825.313. A certification that is not returned
to the employing office is not considered incomplete or insufficient, but
constitutes a failure to provide certification.
``(d) Consequences. At the time the employing office requests certification,
the employing office must also advise an employee of the anticipated
consequences of an employee's failure to provide adequate certification. If the
employee fails to provide the employing office with a complete and sufficient
certification, despite the opportunity to cure the certification as provided in
paragraph (c) of this section, or fails to provide any certification, the
employing office may deny the taking of FMLA leave, in accordance with 825.313.
It is the employee's responsibility either to furnish a complete and sufficient
certification or to furnish the health care provider providing the certification
with any necessary authorization from the employee or the employee's family
member in order for the health care provider to release a complete and
sufficient certification to the employing office to support the employee's FMLA
request. This provision will apply in any case where an employing office
requests a certification permitted by these regulations, whether it is the
initial certification, a recertification, a second or third opinion, or a
fitness-for-duty certificate, including any clarifications necessary to
determine if such certifications are authentic and sufficient. See 825.306,
825.307, 825.308, and 825.312. (e) Annual medical certification. Where the
employee's need for leave due to the employee's own serious health condition, or
the serious health condition of the employee's covered family member, lasts
beyond a single leave year (as defined in 825.200), the employing office may
require the employee to provide a new medical certification in each subsequent
leave year. Such new medical certifications are subject to the provisions for
authentication and clarification set forth in 825.307, including second and
third opinions.
``Sec. 825.306 Content of medical certification for leave taken because of an
employee's own serious health condition or the serious health
condition of a family member
``(a) Required information. When leave is taken because of an employee's own
serious health condition, or the serious health condition of a family member, an
employing office may require an employee to obtain a medical certification from
a health care provider that sets forth the following information:
``(1) The name, address, telephone number, and fax number of the
health care provider and type of medical practice/specialization;
``(2) The approximate date on which the serious health condition
commenced, and its probable duration;
``(4) If the employee is the patient, information sufficient to
establish that the employee cannot perform the essential functions of
the employee's job as well as the nature of any other work restrictions,
and the likely duration of such inability (See 825.123(b));
``(5) If the patient is a covered family member with a serious
health condition, information sufficient to establish that the family
member is in need of care, as described in 825.124, and an estimate of
the frequency and duration of the leave required to care for the family
member;
``(6) If an employee requests leave on an intermittent or reduced
schedule basis for planned medical treatment of the employee's or a
covered family member's serious health condition, information sufficient
to establish the medical necessity for such intermittent or reduced
schedule leave and an estimate of the dates and duration of such
treatments and any periods of recovery;
``(7) If an employee requests leave on an intermittent or reduced
schedule basis for the employee's serious health condition, including
pregnancy, that may result in unforeseeable episodes of incapacity,
information sufficient to establish the medical necessity for such
intermittent or reduced schedule leave and an estimate of the frequency
and duration of the episodes of incapacity; and
``(8) If an employee requests leave on an intermittent or reduced
schedule basis to care for a covered family member with a serious health
condition, a statement that such leave is medically necessary to care
for the family member, as described in 825.124 and 825.203(b), which can
include assisting in the family member's recovery, and an estimate of
the frequency and duration of the required leave.
``(b) The Office of Congressional Workplace Rights has developed two
optional forms (Form A and Form B) for use in obtaining medical certification,
including second and third opinions, from health care providers that meets
FMLA's certification requirements, as made applicable by the CAA. (See Forms A
and B.) Optional Form A is for use when the employee's need for leave is due to
the employee's own serious health condition. Optional Form B is for use when the
employee needs leave to care for a family member with a serious health
condition. These optional forms reflect certification requirements so as to
permit the health care provider to furnish appropriate medical information.
Forms A and B are modeled closely on Form WH-380E and Form WH-380F, as revised,
which were developed by the Department of Labor (See 29 C.F.R. Part 825). The
employing office may use the Office of Congressional Workplace Rights's forms,
or Form WH-380E and Form WH-380F, as revised, or another form containing the
same basic information; however, no information may be required beyond that
specified in 825.306, 825.307, and 825.308. In all instances the information on
the form must relate only to the serious health condition for which the current
need for leave exists.
``(c) If an employee is on FMLA leave running concurrently with a workers'
compensation absence, and the provisions of the workers' compensation statute
permit the employing office or the employing office's representative to request
additional information from the employee's workers' compensation health care
provider, the FMLA does not prevent the employing office from following the
applicable workers' compensation provisions and information received under those
provisions may be considered in determining the employee's entitlement to FMLA-
protected leave. Similarly, an employing office may request additional
information in accordance with a paid leave policy or disability plan that
requires greater information to qualify for payments or benefits, provided that
the employing office informs the employee that the additional information only
needs to be provided in connection with receipt of such payments or benefits.
Any information received pursuant to such policy or plan may be considered in
determining the employee's entitlement to FMLA-protected leave. If the employee
fails to provide the information required for receipt of such payments or
benefits, such failure will not affect the employee's entitlement to take unpaid
FMLA leave. See 825.207(a).
``(d) If an employee's serious health condition may also be a disability
within the meaning of the Americans with Disabilities Act (ADA), as amended and
as made applicable by the CAA, the FMLA does not prevent the employing office
from following the procedures for requesting medical information under the ADA.
Any information received pursuant to these procedures may be considered in
determining the employee's entitlement to FMLA-protected leave.
``(e) While an employee may choose to comply with the certification
requirement by providing the employing office with an authorization, release, or
waiver allowing the employing office to communicate directly with the health
care provider of the employee or his or her covered family member, the employee
may not be required to provide such an authorization, release, or waiver. In all
instances in which certification is requested, it is the employee's
responsibility to provide the employing office with complete and sufficient
certification and failure to do so may result in the denial of FMLA leave. See
825.305(d).
``Sec. 825.307 Authentication and clarification of medical certification for
leave taken because of an employee's own serious health condition
or the serious health condition of a family member; second and
third opinions
``(a) Clarification and authentication. (1) If an employee submits a
complete and sufficient certification signed by the health care provider, the
employing office may not request additional information from the health care
provider. However, the employing office may contact the health care provider for
purposes of clarification and authentication of the medical certification
(whether initial certification or recertification) after the employing office
has given the employee an opportunity to cure any deficiencies as set forth in
825.305(c). To make such contact, the employing office must use a health care
provider, a human resources professional, a leave administrator, or a management
official. An employee's direct supervisor may not contact the employee's health
care provider, unless the direct supervisor is also the only individual in the
employing office designated to process FMLA requests and the direct supervisor
receives specific authorization from the employee to contact the employee's
health care provider. For purposes of these regulations, authentication means
providing the health care provider with a copy of the certification and
requesting verification that the information contained on the certification form
was completed and/ or authorized by the health care provider who signed the
document; no additional medical information may be requested.
``(2) Clarification means contacting the health care provider to
understand the handwriting on the medical certification or to understand
the meaning of a response. Employing offices may not ask health care
providers for additional information beyond that required by the
certification form. The requirements of the Health Insurance Portability
and Accountability Act (HIPAA) Privacy Rule, (See 45 C.F.R. parts 160
and 164), which governs the privacy of individually-identifiable health
information created or held by HIPAA-covered entities, must be satisfied
when individually-identifiable health information of an employee is
shared with an employing office by a HIPAA-covered health care provider.
If an employee chooses not to provide the employing office with
authorization allowing the employing office to clarify the certification
with the health care provider, and does not otherwise clarify the
certification, the employing office may deny the taking of FMLA leave if
the certification is unclear. See 825.305(d). It is the employee's
responsibility to provide the employing office with a complete and
sufficient certification and to clarify the certification if necessary.
``(b) Second Opinion. (1) An employing office that has reason to doubt the
validity of a medical certification may require the employee to obtain a second
opinion at the employing office's expense. Pending receipt of the second (or
third) medical opinion, the employee is provisionally entitled to the benefits
of the FMLA, as made applicable by the CAA, including maintenance of group
health benefits. If the certifications do not ultimately establish the
employee's entitlement to FMLA leave, the leave shall not be designated as FMLA
leave and may be treated as paid or unpaid leave under the employing office's
established leave policies. In addition, the consequences set forth in
825.305(d) will apply if the employee or the employee's family member fails to
authorize his or her health care provider to release all relevant medical
information pertaining to the serious health condition at issue if requested by
the health care provider designated to provide a second opinion in order to
render a sufficient and complete second opinion.
``(2) The employing office is permitted to designate the health care
provider to furnish the second opinion, but the selected health care
provider may not be employed on a regular basis by the employing office.
The employing office may not regularly contract with or otherwise
regularly utilize the services of the health care provider furnishing
the second opinion unless the employing office is located in an area
where access to health care is extremely limited (e.g., a rural area
where no more than one or two doctors practice in the relevant specialty
in the vicinity).
``(c) Third opinion. If the opinions of the employee's and the employing
office's designated health care providers differ, the employing office may
require the employee to obtain certification from a third health care provider,
again at the employing office's expense. This third opinion shall be final and
binding. The third health care provider must be designated or approved jointly
by the employing office and the employee. The employing office and the employee
must each act in good faith to attempt to reach agreement on whom to select for
the third opinion provider. If the employing office does not attempt in good
faith to reach agreement, the employing office will be bound by the first
certification. If the employee does not attempt in good faith to reach
agreement, the employee will be bound by the second certification. For example,
an employee who refuses to agree to see a doctor in the specialty in question
may be failing to act in good faith. On the other hand, an employing office that
refuses to agree to any doctor on a list of specialists in the appropriate field
provided by the employee and whom the employee has not previously consulted may
be failing to act in good faith. In addition, the consequences set forth in
825.305(d) will apply if the employee or the employee's family member fails to
authorize his or her health care provider to release all relevant medical
information pertaining to the serious health condition at issue if requested by
the health care provider designated to provide a third opinion in order to
render a sufficient and complete third opinion.
``(d) Copies of opinions. The employing office is required to provide the
employee with a copy of the second and third medical opinions, where applicable,
upon request by the employee. Requested copies are to be provided within five
business days unless extenuating circumstances prevent such action.
``(e) Travel expenses. If the employing office requires the employee to
obtain either a second or third opinion the employing office must reimburse an
employee or family member for any reasonable `out of pocket' travel expenses
incurred to obtain the second and third medical opinions. The employing office
may not require the employee or family member to travel outside normal commuting
distance for purposes of obtaining the second or third medical opinions except
in very unusual circumstances.
``(f) Medical certification abroad. In circumstances in which the employee
or a family member is visiting in another country, or a family member resides in
another country, and a serious health condition develops, the employing office
shall accept a medical certification as well as second and third opinions from a
health care provider who practices in that country. Where a certification by a
foreign health care provider is in a language other than English, the employee
must provide the employing office with a written translation of the
certification upon request.
``Sec. 825.308 Recertifications for leave taken because of an employee's own
serious health condition or the serious health condition of a
family member
``(a) 30-day rule. An employing office may request recertification no more
often than every 30 days and only in connection with an absence by the employee,
unless paragraphs (b) or (c) of this section apply.
``(b) More than 30 days. If the medical certification indicates that the
minimum duration of the condition is more than 30 days, an employing office must
wait until that minimum duration expires before requesting a recertification,
unless paragraph (c) of this section applies. For example, if the medical
certification states that an employee will be unable to work, whether
continuously or on an intermittent basis, for 40 days, the employing office must
wait 40 days before requesting a recertification. In all cases, an employing
office may request a recertification of a medical condition every six months in
connection with an absence by the employee. Accordingly, even if the medical
certification indicates that the employee will need intermittent or reduced
schedule leave for a period in excess of six months (e.g., for a lifetime
condition), the employing office would be permitted to request recertification
every six months in connection with an absence.
``(c) Less than 30 days. An employing office may request recertification in
less than 30 days if:
``(1) The employee requests an extension of leave;
``(2) Circumstances described by the previous certification have
changed significantly (e.g., the duration or frequency of the absence,
the nature or severity of the illness, complications). For example, if a
medical certification stated that an employee would need leave for one
to two days when the employee suffered a migraine headache and the
employee's absences for his or her last two migraines lasted four days
each, then the increased duration of absence might constitute a
significant change in circumstances allowing the employing office to
request a recertification in less than 30 days. Likewise, if an employee
had a pattern of using unscheduled FMLA leave for migraines in
conjunction with his or her scheduled days off, then the timing of the
absences also might constitute a significant change in circumstances
sufficient for an employing office to request a recertification more
frequently than every 30 days; or
``(3) The employing office receives information that casts doubt
upon the employee's stated reason for the absence or the continuing
validity of the certification. For example, if an employee is on FMLA
leave for four weeks due to the employee's knee surgery, including
recuperation, and the employee plays in company softball league games
during the employee's third week of FMLA leave, such information might
be sufficient to cast doubt upon the continuing validity of the
certification allowing the employing office to request a recertification
in less than 30 days.
``(d) Timing. The employee must provide the requested recertification to the
employing office within the time frame requested by the employing office (which
must allow at least 15 calendar days after the employing office's request),
unless it is not practicable under the particular circumstances to do so despite
the employee's diligent, good faith efforts.
``(e) Content. The employing office may ask for the same information when
obtaining recertification as that permitted for the original certification as
set forth in 825.306. The employee has the same obligations to participate and
cooperate (including providing a complete and sufficient certification or
adequate authorization to the health care provider) in the recertification
process as in the initial certification process. See 825.305(d). As part of the
information allowed to be obtained on recertification for leave taken because of
a serious health condition, the employing office may provide the health care
provider with a record of the employee's absence pattern and ask the health care
provider if the serious health condition and need for leave is consistent with
such a pattern.
``(f) Any recertification requested by the employing office shall be at the
employee's expense unless the employing office provides otherwise. No second or
third opinion on recertification may be required.
``Sec. 825.309 Certification for leave taken because of a qualifying exigency
``(a) Active Duty Orders. The first time an employee requests leave because
of a qualifying exigency arising out of the covered active duty or call to
covered active duty status (or notification of an impending call or order to
covered active duty) of a military member (See 825.126(a)), an employing office
may require the employee to provide a copy of the military member's active duty
orders or other documentation issued by the military which indicates that the
military member is on covered active duty or call to covered active duty status,
and the dates of the military member's covered active duty service. This
information need only be provided to the employing office once. A copy of new
active duty orders or other documentation issued by the military may be required
by the employing office if the need for leave because of a qualifying exigency
arises out of a different covered active duty or call to covered active duty
status (or notification of an impending call or order to covered active duty) of
the same or a different military member;
``(b) Required information. An employing office may require that leave for
any qualifying exigency specified in 825.126 be supported by a certification
from the employee that sets forth the following information:
``(1) A statement or description, signed by the employee, of
appropriate facts regarding the qualifying exigency for which FMLA leave
is requested. The facts must be sufficient to support the need for
leave. Such facts should include information on the type of qualifying
exigency for which leave is requested and any available written
documentation which supports the request for leave; such documentation,
for example, may include a copy of a meeting announcement for
informational briefings sponsored by the military, a document confirming
an appointment with a counselor or school official, or a copy of a bill
for services for the handling of legal or financial affairs;
``(2) The approximate date on which the qualifying exigency
commenced or will commence;
``(3) If an employee requests leave because of a qualifying exigency
for a single, continuous period of time, the beginning and end dates for
such absence;
``(4) If an employee requests leave because of a qualifying exigency
on an intermittent or reduced schedule basis, an estimate of the
frequency and duration of the qualifying exigency;
``(5) If the qualifying exigency involves meeting with a third
party, appropriate contact information for the individual or entity with
whom the employee is meeting (such as the name, title, organization,
address, telephone number, fax number, and email address) and a brief
description of the purpose of the meeting; and
``(6) If the qualifying exigency involves Rest and Recuperation
leave, a copy of the military member's Rest and Recuperation orders, or
other documentation issued by the military which indicates that the
military member has been granted Rest and Recuperation leave, and the
dates of the military member's Rest and Recuperation leave.
``(c) The Office of Congressional Workplace Rights has developed an optional
form (Form E) for employees' use in obtaining a certification that meets FMLA's
certification requirements. This optional form reflects certification
requirements so as to permit the employee to furnish appropriate information to
support his or her request for leave because of a qualifying exigency. Form E,
or Form WH-384 (developed by the Department of Labor), or another form
containing the same basic information, may be used by the employing office;
however, no information may be required beyond that specified in this section.
``(d) Verification. If an employee submits a complete and sufficient
certification to support his or her request for leave because of a qualifying
exigency, the employing office may not request additional information from the
employee. However, if the qualifying exigency involves meeting with a third
party, the employing office may contact the individual or entity with whom the
employee is meeting for purposes of verifying a meeting or appointment schedule
and the nature of the meeting between the employee and the specified individual
or entity. The employee's permission is not required in order to verify meetings
or appointments with third parties, but no additional information may be
requested by the employing office. An employing office also may contact an
appropriate unit of the Department of Defense to request verification that a
military member is on covered active duty or call to covered active duty status
(or has been notified of an impending call or order to covered active duty); no
additional information may be requested and the employee's permission is not
required.
``Sec. 825.310 Certification for leave taken to care for a covered servicemember
(military caregiver leave)
``(a) Required information from health care provider. When leave is taken to
care for a covered servicemember with a serious injury or illness, an employing
office may require an employee to obtain a certification completed by an
authorized health care provider of the covered servicemember. For purposes of
leave taken to care for a covered servicemember, any one of the following health
care providers may complete such a certification:
``(1) A United States Department of Defense (`DOD') health care
provider;
``(2) A United States Department of Veterans Affairs (`VA') health
care provider;
``(3) A DOD TRICARE network authorized private health care provider;
``(4) A DOD non-network TRICARE authorized private health care
provider; or
``(5) Any health care provider as defined in 825.125.
``(b) If the authorized health care provider is unable to make certain
military-related determinations outlined below, the authorized health care
provider may rely on determinations from an authorized DOD representative (such
as a DOD recovery care coordinator) or an authorized VA representative. An
employing office may request that the health care provider provide the following
information:
``(1) The name, address, and appropriate contact information
(telephone number, fax number, and/or email address) of the health care
provider, the type of medical practice, the medical specialty, and
whether the health care provider is one of the following:
``(A) A DOD health care provider;
``(B) A VA health care provider;
``(C) A DOD TRICARE network authorized private health care
provider;
``(D) A DOD non-network TRICARE authorized private health
care provider; or
``(E) A health care provider as defined in 825.125.
``(2) Whether the covered servicemember's injury or illness was
incurred in the line of duty on active duty or, if not, whether the
covered servicemember's injury or illness existed before the beginning
of the servicemember's active duty and was aggravated by service in the
line of duty on active duty;
``(3) The approximate date on which the serious injury or illness
commenced, or was aggravated, and its probable duration;
``(4) A statement or description of appropriate medical facts
regarding the covered servicemember's health condition for which FMLA
leave is requested. The medical facts must be sufficient to support the
need for leave.
``(A) In the case of a current member of the Armed Forces,
such medical facts must include information on whether the
injury or illness may render the covered servicemember medically
unfit to perform the duties of the servicemember's office,
grade, rank, or rating and whether the member is receiving
medical treatment, recuperation, or therapy;
``(B) In the case of a covered veteran, such medical facts
must include:
``(i) Information on whether the veteran is
receiving medical treatment, recuperation, or therapy
for an injury or illness that is the continuation of an
injury or illness that was incurred or aggravated when
the covered veteran was a member of the Armed Forces and
rendered the servicemember medically unfit to perform
the duties of the servicemember's office, grade, rank,
or rating; or
``(ii) Information on whether the veteran is
receiving medical treatment, recuperation, or therapy
for an injury or illness that is a physical or mental
condition for which the covered veteran has received a
U.S. Department of Veterans Affairs Service-Related
Disability Rating (VASRD) of 50 percent or greater, and
that such VASRD rating is based, in whole or in part, on
the condition precipitating the need for military
caregiver leave; or
``(iii) Information on whether the veteran is
receiving medical treatment, recuperation, or therapy
for an injury or illness that is a physical or mental
condition that substantially impairs the covered
veteran's ability to secure or follow a substantially
gainful occupation by reason of a disability or
disabilities related to military service, or would do so
absent treatment; or
``(iv) Documentation of enrollment in the Department
of Veterans Affairs Program of Comprehensive Assistance
for Family Caregivers.
``(5) Information sufficient to establish that the covered
servicemember is in need of care, as described in 825.124, and whether
the covered servicemember will need care for a single continuous period
of time, including any time for treatment and recovery, and an estimate
as to the beginning and ending dates for this period of time;
``(6) If an employee requests leave on an intermittent or reduced
schedule basis for planned medical treatment appointments for the
covered servicemember, whether there is a medical necessity for the
covered servicemember to have such periodic care and an estimate of the
treatment schedule of such appointments;
``(7) If an employee requests leave on an intermittent or reduced
schedule basis to care for a covered servicemember other than for
planned medical treatment (e.g., episodic flare-ups of a medical
condition), whether there is a medical necessity for the covered
servicemember to have such periodic care, which can include assisting in
the covered servicemember's recovery, and an estimate of the frequency
and duration of the periodic care.
``(c) Required information from employee and/ or covered servicemember. In
addition to the information that may be requested under 825.310(b), an employing
office may also request that such certification set forth the following
information provided by an employee and/or covered servicemember:
``(1) The name and address of the employing office of the employee
requesting leave to care for a covered servicemember, the name of the
employee requesting such leave, and the name of the covered
servicemember for whom the employee is requesting leave to care;
``(2) The relationship of the employee to the covered servicemember
for whom the employee is requesting leave to care;
``(3) Whether the covered servicemember is a current member of the
Armed Forces, the National Guard or Reserves, and the covered
servicemember's military branch, rank, and current unit assignment;
``(4) Whether the covered servicemember is assigned to a military
medical facility as an outpatient or to a unit established for the
purpose of providing command and control of members of the Armed Forces
receiving medical care as outpatients (such as a medical hold or warrior
transition unit), and the name of the medical treatment facility or
unit;
``(5) Whether the covered servicemember is on the temporary
disability retired list;
``(6) Whether the covered servicemember is a veteran, the date of
separation from military service, and whether the separation was other
than dishonorable. The employing office may require the employee to
provide documentation issued by the military which indicates that the
covered servicemember is a veteran, the date of separation, and that the
separation is other than dishonorable. Where an employing office
requires such documentation, an employee may provide a copy of the
veteran's Certificate of Release or Discharge from Active Duty issued by
the U.S. Department of Defense (DD Form 214) or other proof of veteran
status. See 825.127(c)(2).
``(7) A description of the care to be provided to the covered
servicemember and an estimate of the leave needed to provide the care.
``(d) The Office of Congressional Workplace Rights has developed an optional
form (Form F) for employees' use in obtaining certification that meets FMLA's
certification requirements. This optional form reflects certification
requirements so as to permit the employee to furnish appropriate information to
support his or her request for leave to care for a covered servicemember with a
serious injury or illness. Form F, or Form WH-385 (developed by the Department
of Labor), or another form containing the same basic information, may be used by
the employing office; however, no information may be required beyond that
specified in this section. In all instances the information on the certification
must relate only to the serious injury or illness for which the current need for
leave exists. An employing office may seek authentication and/or clarification
of the certification under 825.307. Second and third opinions under 825.307 are
not permitted for leave to care for a covered servicemember when the
certification has been completed by one of the types of healthcare providers
identified in section 825.310(a)(1-4). However, second and third opinions under
825.307 are permitted when the certification has been completed by a health care
provider as defined in 825.125 that is not one of the types identified in
825.310(a)(1)-(4). Additionally, recertifications under 825.308 are not
permitted for leave to care for a covered servicemember. An employing office may
require an employee to provide confirmation of covered family relationship to
the seriously injured or ill servicemember pursuant to 825.122(k) of the FMLA.
``(e) An employing office requiring an employee to submit a certification
for leave to care for a covered servicemember must accept as sufficient
certification, in lieu of the Office of Congressional Workplace Rights's
optional certification form (Form F) or an employing office's own certification
form, invitational travel orders (ITOs) or invitational travel authorizations
(ITAs) issued to any family member to join an injured or ill servicemember at
his or her bedside. An ITO or ITA is sufficient certification for the duration
of time specified in the ITO or ITA. During that time period, an eligible
employee may take leave to care for the covered servicemember in a continuous
block of time or on an intermittent basis. An eligible employee who provides an
ITO or ITA to support his or her request for leave may not be required to
provide any additional or separate certification that leave taken on an
intermittent basis during the period of time specified in the ITO or ITA is
medically necessary. An ITO or ITA is sufficient certification for an employee
entitled to take FMLA leave to care for a covered servicemember regardless of
whether the employee is named in the order or authorization.
``(1) If an employee will need leave to care for a covered
servicemember beyond the expiration date specified in an ITO or ITA, an
employing office may request that the employee have one of the
authorized health care providers listed under 825.310(a) complete the
Office of Congressional Workplace Rights optional certification form
(Form F) or an employing office's own form, as requisite certification
for the remainder of the employee's necessary leave period.
``(2) An employing office may seek authentication and clarification
of the ITO or ITA under 825.307. An employing office may not utilize the
second or third opinion process outlined in 825.307 or the
recertification process under 825.308 during the period of time in which
leave is supported by an ITO or ITA.
``(3) An employing office may require an employee to provide
confirmation of covered family relationship to the seriously injured or
ill servicemember pursuant to 825.122(k) when an employee supports his
or her request for FMLA leave with a copy of an ITO or ITA.
``(f) An employing office requiring an employee to submit a certification
for leave to care for a covered servicemember must accept as sufficient
certification of the servicemember's serious injury or illness documentation
indicating the servicemember's enrollment in the Department of Veterans Affairs
Program of Comprehensive Assistance for Family Caregivers. Such documentation is
sufficient certification of the servicemember's serious injury or illness to
support the employee's request for military caregiver leave regardless of
whether the employee is the named caregiver in the enrollment documentation.
``(1) An employing office may seek authentication and clarification
of the documentation indicating the servicemember's enrollment in the
Department of Veterans Affairs Program of Comprehensive Assistance for
Family Caregivers under 825.307. An employing office may not utilize the
second or third opinion process outlined in 825.307 or the
recertification process under 825.308 when the servicemember's serious
injury or illness is shown by documentation of enrollment in this
program.
``(2) An employing office may require an employee to provide
confirmation of covered family relationship to the seriously injured or
ill servicemember pursuant to 825.122(k) when an employee supports his
or her request for FMLA leave with a copy of such enrollment
documentation. An employing office may also require an employee to
provide documentation, such as a veteran's Form DD-214, showing that the
discharge was other than dishonorable and the date of the veteran's
discharge.
``(g) Where medical certification is requested by an employing office, an
employee may not be held liable for administrative delays in the issuance of
military documents, despite the employee's diligent, good-faith efforts to
obtain such documents. See 825.305(b). In all instances in which certification
is requested, it is the employee's responsibility to provide the employing
office with complete and sufficient certification and failure to do so may
result in the denial of FMLA leave. See 825.305(d).
``Sec. 825.311 Intent to return to work
``(a) An employing office may require an employee on FMLA leave to report
periodically on the employee's status and intent to return to work. The
employing office's policy regarding such reports may not be discriminatory and
must take into account all of the relevant facts and circumstances related to
the individual employee's leave situation.
``(b) If an employee gives unequivocal notice of intent not to return to
work, the employing office's obligations under FMLA, as made applicable by the
CAA, to maintain health benefits (subject to COBRA requirements) and to restore
the employee cease. However, these obligations continue if an employee indicates
he or she may be unable to return to work but expresses a continuing desire to
do so.
``(c) It may be necessary for an employee to take more leave than originally
anticipated. Conversely, an employee may discover after beginning leave that the
circumstances have changed and the amount of leave originally anticipated is no
longer necessary. An employee may not be required to take more FMLA leave than
necessary to resolve the circumstance that precipitated the need for leave. In
both of these situations, the employing office may require that the employee
provide the employing office reasonable notice (i.e., within two business days)
of the changed circumstances where foreseeable. The employing office may also
obtain information on such changed circumstances through requested status
reports.
``Sec. 825.312 Fitness-for-duty certification
``(a) As a condition of restoring an employee whose FMLA leave was
occasioned by the employee's own serious health condition that made the employee
unable to perform the employee's job, an employing office may have a uniformly-
applied policy or practice that requires all similarly-situated employees (i.e.,
same occupation, same serious health condition) who take leave for such
conditions to obtain and present certification from the employee's health care
provider that the employee is able to resume work. The employee has the same
obligations to participate and cooperate (including providing a complete and
sufficient certification or providing sufficient authorization to the health
care provider to provide the information directly to the employing office) in
the fitness-for-duty certification process as in the initial certification
process. See 825.305(d).
``(b) An employing office may seek a fitness-for-duty certification only
with regard to the particular health condition that caused the employee's need
for FMLA leave. The certification from the employee's health care provider must
certify that the employee is able to resume work. Additionally, an employing
office may require that the certification specifically address the employee's
ability to perform the essential functions of the employee's job. In order to
require such a certification, an employing office must provide an employee with
a list of the essential functions of the employee's job no later than with the
designation notice required by 825.300(d), and must indicate in the designation
notice that the certification must address the employee's ability to perform
those essential functions. If the employing office satisfies these requirements,
the employee's health care provider must certify that the employee can perform
the identified essential functions of his or her job. Following the procedures
set forth in 825.307(a), the employing office may contact the employee's health
care provider for purposes of clarifying and authenticating the fitness-for-duty
certification. Clarification may be requested only for the serious health
condition for which FMLA leave was taken. The employing office may not delay the
employee's return to work while contact with the health care provider is being
made. No second or third opinions on a fitness-for-duty certification may be
required.
``(c) The cost of the certification shall be borne by the employee, and the
employee is not entitled to be paid for the time or travel costs spent in
acquiring the certification.
``(d) The designation notice required in 825.300(d) shall advise the
employee if the employing office will require a fitness-for-duty certification
to return to work and whether that fitness-for-duty certification must address
the employee's ability to perform the essential functions of the employee's job.
``(e) An employing office may delay restoration to employment until an
employee submits a required fitness-for-duty certification unless the employing
office has failed to provide the notice required in paragraph (d) of this
section. If an employing office provides the notice required, an employee who
does not provide a fitness-for-duty certification or request additional FMLA
leave is no longer entitled to reinstatement under the FMLA. See 825.313(d).
``(f) An employing office is not entitled to a certification of fitness to
return to duty for each absence taken on an intermittent or reduced leave
schedule. However, an employing office is entitled to a certification of fitness
to return to duty for such absences up to once every 30 days if reasonable
safety concerns exist regarding the employee's ability to perform his or her
duties, based on the serious health condition for which the employee took such
leave. If an employing office chooses to require a fitness-for-duty
certification under such circumstances, the employing office shall inform the
employee at the same time it issues the designation notice that for each
subsequent instance of intermittent or reduced schedule leave, the employee will
be required to submit a fitness-for-duty certification unless one has already
been submitted within the past 30 days. Alternatively, an employing office can
set a different interval for requiring a fitness-for-duty certification as long
as it does not exceed once every 30 days and as long as the employing office
advises the employee of the requirement in advance of the employee taking the
intermittent or reduced schedule leave. The employing office may not terminate
the employment of the employee while awaiting such a certification of fitness to
return to duty for an intermittent or reduced schedule leave absence. Reasonable
safety concerns means a reasonable belief of significant risk of harm to the
individual employee or others. In determining whether reasonable safety concerns
exist, an employing office should consider the nature and severity of the
potential harm and the likelihood that potential harm will occur.
``(g) If the terms of a collective bargaining agreement govern an employee's
return to work, those provisions shall be applied.
``(h) Requirements under the Americans with Disabilities Act (ADA), as
amended and as made applicable by the CAA, apply. After an employee returns from
FMLA leave, the ADA requires any medical examination at an employing office's
expense by the employing office's health care provider be job-related and
consistent with business necessity. For example, an attorney could not be
required to submit to a medical examination or inquiry just because her leg had
been amputated. The essential functions of an attorney's job do not require use
of both legs; therefore such an inquiry would not be job related. An employing
office may require a warehouse laborer, whose back impairment affects the
ability to lift, to be examined by an orthopedist, but may not require this
employee to submit to an HIV test where the test is not related to either the
essential functions of his or her job or to his/her impairment. If an employee's
serious health condition may also be a disability within the meaning of the ADA,
as made applicable by the CAA, the FMLA does not prevent the employing office
from following the procedures for requesting medical information under the ADA.
``Sec. 825.313 Failure to provide certification
``(a) Foreseeable leave. In the case of foreseeable leave, if an employee
fails to provide certification in a timely manner as required by 825.305, then
an employing office may deny FMLA coverage until the required certification is
provided. For example, if an employee has 15 days to provide a certification and
does not provide the certification for 45 days without sufficient reason for the
delay, the employing office can deny FMLA protections for the 30-day period
following the expiration of the 15-day time period, if the employee takes leave
during such period.
``(b) Unforeseeable leave. In the case of unforeseeable leave, an employing
office may deny FMLA coverage for the requested leave if the employee fails to
provide a certification within 15 calendar days from receipt of the request for
certification unless not practicable due to extenuating circumstances. For
example, in the case of a medical emergency, it may not be practicable for an
employee to provide the required certification within 15 calendar days. Absent
such extenuating circumstances, if the employee fails to timely return the
certification, the employing office can deny FMLA protections for the leave
following the expiration of the 15-day time period until a sufficient
certification is provided. If the employee never produces the certification, the
leave is not FMLA leave.
``(c) Recertification. An employee must provide recertification within the
time requested by the employing office (which must allow at least 15 calendar
days after the request) or as soon as practicable under the particular facts and
circumstances. If an employee fails to provide a recertification within a
reasonable time under the particular facts and circumstances, then the employing
office may deny continuation of the FMLA leave protections until the employee
produces a sufficient recertification. If the employee never produces the
recertification, the leave is not FMLA leave. Recertification does not apply to
leave taken for a qualifying exigency or to care for a covered servicemember.
``(d) Fitness-for-duty certification. When requested by the employing office
pursuant to a uniformly applied policy for similarly-situated employees, the
employee must provide medical certification, at the time the employee seeks
reinstatement at the end of FMLA leave taken for the employee's serious health
condition, that the employee is fit for duty and able to return to work (see
825.312(a)) if the employing office has provided the required notice (see
825.300(e)); the employing office may delay restoration until the certification
is provided. Unless the employee provides either a fitness-for-duty
certification or a new medical certification for a serious health condition at
the time FMLA leave is concluded, the employee may be terminated. See also
825.213(a)(3).
``Subpart D--Administrative Process
``Sec. 825.400 Administrative process, general rules
``(a) The Procedural Rules of the Office of Congressional Workplace Rights
set forth the procedures that apply to the administrative process for
considering and resolving alleged violations of the laws made applicable by the
CAA, including the FMLA. The Rules include procedures for filing claims and
participating in administrative dispute resolution proceedings at the Office of
Congressional Workplace Rights, including procedures for the conduct of hearings
and for appeals to the Board of Directors. The Procedural Rules also address
other matters of general applicability to the dispute resolution process and to
the operations of the Office.
``(b) If an employing office has violated one or more provisions of FMLA, as
incorporated by the CAA, and if justified by the facts of a particular case, an
employee may receive one or more of the following: wages, employment benefits,
or other compensation denied or lost to such employee by reason of the
violation; or, where no such tangible loss has occurred, such as when FMLA leave
was unlawfully denied, any actual monetary loss sustained by the employee as a
direct result of the violation, such as the cost of providing care, up to a sum
equal to 26 weeks of wages for the employee in a case involving leave to care
for a covered servicemember or 12 weeks of wages for the employee in a case
involving leave for any other FMLA qualifying reason. In addition, the employee
may be entitled to interest on such sum, calculated at the prevailing rate. An
amount equaling the preceding sums may also be awarded as liquidated damages
unless such amount is reduced by the hearing officer or the Board because the
violation was in good faith and the employing office had reasonable grounds for
believing the employer had not violated the CAA. When appropriate, the employee
may also obtain appropriate equitable relief, such as employment, reinstatement
and promotion. When the employing office is found in violation, the employee may
recover a reasonable attorney's fee, reasonable expert witness fees, and other
costs as would be appropriate if awarded under section 2000e-5(k) of title 42.
``(c) The Procedural Rules of the Office of Congressional Workplace Rights
are found at 165 Cong. Rec. H4896 (daily ed. June 19, 2019) and 165 Cong. Rec.
S4105 (daily ed. June 19, 2019), and may also be found on the Office's website
at www.ocwr.gov.
``Sec. 825.401 [Reserved]
``Sec. 825.402 [Reserved]
``Sec. 825.403 [Reserved]
``Sec. 825.404 [Reserved]
``Subpart E--[Reserved]
``Subpart F--Special Rules Applicable to Employees of Schools
``Sec. 825.600 Special rules for school employees, definitions
``(a) Certain special rules apply to employees of local educational
agencies, including public school boards and elementary schools under their
jurisdiction, and private elementary and secondary schools. The special rules do
not apply to other kinds of educational institutions, such as colleges and
universities, trade schools, and preschools.
``(b) Educational institutions are covered by FMLA, as made applicable by
the CAA (and these special rules). The usual requirements for employees to be
eligible do apply.
``(c) The special rules affect the taking of intermittent leave or leave on
a reduced leave schedule, or leave near the end of an academic term (semester),
by instructional employees. Instructional employees are those whose principal
function is to teach and instruct students in a class, a small group, or an
individual setting. This term includes not only teachers, but also athletic
coaches, driving instructors, and special education assistants such as signers
for the hearing impaired. It does not include, and the special rules do not
apply to, teacher assistants or aides who do not have as their principal job
actual teaching or instructing, nor does it include auxiliary personnel such as
counselors, psychologists, or curriculum specialists. It also does not include
cafeteria workers, maintenance workers, or bus drivers.
``(d) Special rules which apply to restoration to an equivalent position
apply to all employees of local educational agencies.
``Sec. 825.601 Special rules for school employees, limitations on intermittent
leave
``(a) Leave taken for a period that ends with the school year and begins the
next semester is leave taken consecutively rather than intermittently. The
period during the summer vacation when the employee would not have been required
to report for duty is not counted against the employee's FMLA leave entitlement.
An instructional employee who is on FMLA leave at the end of the school year
must be provided with any benefits over the summer vacation that employees would
normally receive if they had been working at the end of the school year.
``(1) If an eligible instructional employee needs intermittent leave
or leave on a reduced leave schedule to care for a family member with a
serious health condition, to care for a covered servicemember, or for
the employee's own serious health condition, which is foreseeable based
on planned medical treatment, and the employee would be on leave for
more than 20 percent of the total number of working days over the period
the leave would extend, the employing office may require the employee to
choose either to:
``(A) Take leave for a period or periods of a particular
duration, not greater than the duration of the planned
treatment; or
``(B) Transfer temporarily to an available alternative
position for which the employee is qualified, which has
equivalent pay and benefits and which better accommodates
recurring periods of leave than does the employee's regular
position.
``(2) These rules apply only to a leave involving more than 20
percent of the working days during the period over which the leave
extends. For example, if an instructional employee who normally works
five days each week needs to take two days of FMLA leave per week over a
period of several weeks, the special rules would apply. Employees taking
leave which constitutes 20 percent or less of the working days during
the leave period would not be subject to transfer to an alternative
position. Periods of a particular duration means a block, or blocks, of
time beginning no earlier than the first day for which leave is needed
and ending no later than the last day on which leave is needed, and may
include one uninterrupted period of leave.
``(b) If an instructional employee does not give required notice of
foreseeable FMLA leave (See 825.302) to be taken intermittently or on a reduced
leave schedule, the employing office may require the employee to take leave of a
particular duration, or to transfer temporarily to an alternative position.
Alternatively, the employing office may require the employee to delay the taking
of leave until the notice provision is met.
``Sec. 825.602 Special rules for school employees, limitations on leave near the
end of an academic term
``(a) There are also different rules for instructional employees who begin
leave more than five weeks before the end of a term, less than five weeks before
the end of a term, and less than three weeks before the end of a term. Regular
rules apply except in circumstances when:
``(1) An instructional employee begins leave more than five weeks
before the end of a term. The employing office may require the employee
to continue taking leave until the end of the term if--
``(A) The leave will last at least three weeks, and
``(B) The employee would return to work during the three-
week period before the end of the term.
``(2) The employee begins leave during the five-week period before
the end of a term because of the birth of a son or daughter; the
placement of a son or daughter for adoption or foster care; to care for
a spouse, son, daughter, or parent with a serious health condition; or
to care for a covered servicemember. The employing office may require
the employee to continue taking leave until the end of the term if--
``(A) The leave will last more than two weeks, and
``(B) The employee would return to work during the two-week
period before the end of the term.
``(3) The employee begins leave during the three-week period before
the end of a term because of the birth of a son or daughter; the
placement of a son or daughter for adoption or foster care; to care for
a spouse, son, daughter, or parent with a serious health condition; or
to care for a covered servicemember. The employing office may require
the employee to continue taking leave until the end of the term if the
leave will last more than five working days.
``(b) For purposes of these provisions, academic term means the school
semester, which typically ends near the end of the calendar year and the end of
spring each school year. In no case may a school have more than two academic
terms or semesters each year for purposes of FMLA, as made applicable by the
CAA. An example of leave falling within these provisions would be where an
employee plans two weeks of leave to care for a family member which will begin
three weeks before the end of the term. In that situation, the employing office
could require the employee to stay out on leave until the end of the term.
``Sec. 825.603 Special rules for school employees, duration of FMLA leave
``(a) If an employee chooses to take leave for periods of a particular
duration in the case of intermittent or reduced schedule leave, the entire
period of leave taken will count as FMLA leave.
``(b) In the case of an employee who is required to take leave until the end
of an academic term, only the period of leave until the employee is ready and
able to return to work shall be charged against the employee's FMLA leave
entitlement. The employing office has the option not to require the employee to
stay on leave until the end of the school term. Therefore, any additional leave
required by the employing office to the end of the school term is not counted as
FMLA leave; however, the employing office shall be required to maintain the
employee's group health insurance and restore the employee to the same or
equivalent job including other benefits at the conclusion of the leave.
``Sec. 825.604 Special rules for school employees, restoration to an equivalent
position
`` The determination of how an employee is to be restored to an equivalent
position upon return from FMLA leave will be made on the basis of `established
school board policies and practices, private school policies and practices, and
collective bargaining agreements.' The `established policies' and collective
bargaining agreements used as a basis for restoration must be in writing, must
be made known to the employee prior to the taking of FMLA leave, and must
clearly explain the employee's restoration rights upon return from leave. Any
established policy which is used as the basis for restoration of an employee to
an equivalent position must provide substantially the same protections as
provided in the FMLA, as made applicable by the CAA, for reinstated employees.
See 825.215. In other words, the policy or collective bargaining agreement must
provide for restoration to an equivalent position with equivalent employment
benefits, pay, and other terms and conditions of employment. For example, an
employee may not be restored to a position requiring additional licensure or
certification.
``Subpart G--Effect of Other Laws, Employing Office Practices, and Collective
Bargaining Agreements on Employee Rights Under the FMLA, As Made Applicable By
the CAA
``Sec. 825.700 Interaction with employing office's policies
``(a) An employing office must observe any employment benefit program or
plan that provides greater family or medical leave rights to employees than the
rights established by the FMLA. Conversely, the rights established by the FMLA,
as made applicable by the CAA, may not be diminished by any employment benefit
program or plan. For example, a provision of a collective bargaining agreement
(CBA) which provides for reinstatement to a position that is not equivalent
because of seniority (e.g., provides lesser pay) is superseded by FMLA. If an
employing office provides greater unpaid family leave rights than are afforded
by FMLA, the employing office is not required to extend additional rights
afforded by FMLA, such as maintenance of health benefits (other than through
COBRA or 5 U.S.C. 8905a, whichever is applicable), to the additional leave
period not covered by FMLA.
``(b) Nothing in the FMLA, as made applicable by the CAA, prevents an
employing office from amending existing leave and employee benefit programs,
provided they comply with FMLA, as made applicable by the CAA. However, nothing
in the FMLA, as made applicable by the CAA, is intended to discourage employing
offices from adopting or retaining more generous leave policies.
``Sec. 825.701 [Reserved]
``Sec. 825.702 Interaction with anti-discrimination laws, as applied by section
201 of the CAA
``(a) Nothing in the FMLA modifies or affects any applicable law prohibiting
discrimination on the basis of race, religion, color, national origin, sex, age,
or disability (e.g., title VII of the Civil Rights Act of 1964, as amended by
the Pregnancy Discrimination Act and as made applicable by the CAA). FMLA's
legislative history explains that FMLA is `not intended to modify or affect the
Rehabilitation Act of 1973, as amended, the regulations concerning employment
which have been promulgated pursuant to that statute, or the Americans with
Disabilities Act of 1990 [as amended] or the regulations issued under that act.
Thus, the leave provisions of the [FMLA] are wholly distinct from the reasonable
accommodation obligations of employers covered under the [ADA] . . . or the
Federal government itself. The purpose of the FMLA, as applied by the CAA, is to
make leave available to eligible employees and [employing offices] within its
coverage, and not to limit already existing rights and protection.' S. Rep. No.
3, 103d Cong., 1st Sess. 38 (1993). An employing office must therefore provide
leave under whichever statutory provision provides the greater rights to
employees. When an employer violates both FMLA and a discrimination law, an
employee may be able to recover under either or both statutes (double relief may
not be awarded for the same loss; when remedies coincide a claimant may be
allowed to utilize whichever avenue of relief is desired. Laffey v. Northwest
Airlines, Inc., 567 F.2d 429, 445 (D.C. Cir. 1976), cert. denied, 434 U.S. 1086
(1978).
``(b) If an employee is a qualified individual with a disability within the
meaning of the Americans with Disabilities Act (ADA), as made applicable by the
CAA, the employing office must make reasonable accommodations, etc., barring
undue hardship, in accordance with the ADA. At the same time, the employing
office must afford an employee his or her FMLA rights, as made applicable by the
CAA. ADA's `disability' and FMLA's `serious health condition' are different
concepts, and must be analyzed separately. FMLA entitles eligible employees to
12 weeks of leave in any 12-month period due to their own serious health
condition, whereas the ADA allows an indeterminate amount of leave, barring
undue hardship, as a reasonable accommodation. FMLA requires employing offices
to maintain employees' group health plan coverage during FMLA leave on the same
conditions as coverage would have been provided if the employee had been
continuously employed during the leave period, whereas ADA does not require
maintenance of health insurance unless other employees receive health insurance
during leave under the same circumstances.
``(c)(1) A reasonable accommodation under the ADA might be accomplished by
providing an individual with a disability with a part-time job with no health
benefits, assuming the employing office did not ordinarily provide health
insurance for part-time employees. However, FMLA would permit an employee to
work a reduced leave schedule until the equivalent of 12 workweeks of leave were
used, with group health benefits maintained during this period. FMLA permits an
employing office to temporarily transfer an employee who is taking leave
intermittently or on a reduced leave schedule to an alternative position,
whereas the ADA allows an accommodation of reassignment to an equivalent, vacant
position only if the employee cannot perform the essential functions of the
employee's present position and an accommodation is not possible in the
employee's present position, or an accommodation in the employee's present
position would cause an undue hardship. The examples in the following paragraphs
of this section demonstrate how the two laws would interact with respect to a
qualified individual with a disability.
``(2) A qualified individual with a disability who is also an
eligible employee entitled to FMLA leave requests 10 weeks of medical
leave as a reasonable accommodation, which the employing office grants
because it is not an undue hardship. The employing office advises the
employee that the 10 weeks of leave is also being designated as FMLA
leave and will count towards the employee's FMLA leave entitlement. This
designation does not prevent the parties from also treating the leave as
a reasonable accommodation and reinstating the employee into the same
job, as required by the ADA, rather than an equivalent position under
FMLA, if that is the greater right available to the employee. At the
same time, the employee would be entitled under FMLA to have the
employing office maintain group health plan coverage during the leave,
as that requirement provides the greater right to the employee.
``(3) If the same employee needed to work part-time (a reduced leave
schedule) after returning to his or her same job, the employee would
still be entitled under FMLA to have group health plan coverage
maintained for the remainder of the two-week equivalent of FMLA leave
entitlement, notwithstanding an employing office policy that part-time
employees do not receive health insurance. This employee would be
entitled under the ADA to reasonable accommodations to enable the
employee to perform the essential functions of the part-time position.
In addition, because the employee is working a part-time schedule as a
reasonable accommodation, the FMLA's provision for temporary assignment
to a different alternative position would not apply. Once the employee
has exhausted his or her remaining FMLA leave entitlement while working
the reduced (part-time) schedule, if the employee is a qualified
individual with a disability, and if the employee is unable to return to
the same full-time position at that time, the employee might continue to
work part-time as a reasonable accommodation, barring undue hardship;
the employee would then be entitled to only those employment benefits
ordinarily provided by the employing office to part-time employees.
``(4) At the end of the FMLA leave entitlement, an employing office
is required under FMLA to reinstate the employee in the same or an
equivalent position, with equivalent pay and benefits, to that which the
employee held when leave commenced. The employing office's FMLA
obligations would be satisfied if the employing office offered the
employee an equivalent full-time position. If the employee were unable
to perform the essential functions of that equivalent position even with
reasonable accommodation, because of a disability, the ADA may require
the employing office to make a reasonable accommodation at that time by
allowing the employee to work part-time or by reassigning the employee
to a vacant position, barring undue hardship.
``(d)(1) If FMLA entitles an employee to leave, an employing office may not,
in lieu of FMLA leave entitlement, require an employee to take a job with a
reasonable accommodation. However, ADA may require that an employing office
offer an employee the opportunity to take such a position. An employing office
may not change the essential functions of the job in order to deny FMLA leave.
See 825.220(b).
``(2) An employee may be on a workers' compensation absence due to
an on-the-job injury or illness which also qualifies as a serious health
condition under FMLA. The workers' compensation absence and FMLA leave
may run concurrently (subject to proper notice and designation by the
employing office). At some point the health care provider providing
medical care pursuant to the workers' compensation injury may certify
the employee is able to return to work in a light duty position. If the
employing office offers such a position, the employee is permitted but
not required to accept the position. See 825.220(d). As a result, the
employee may no longer qualify for payments from the workers'
compensation benefit plan, but the employee is entitled to continue on
unpaid FMLA leave either until the employee is able to return to the
same or equivalent job the employee left or until the 12-week FMLA leave
entitlement is exhausted. See 825.207(e). If the employee returning from
the workers' compensation injury is a qualified individual with a
disability, he or she will have rights under the ADA, as made applicable
by the CAA.
``(e) If an employing office requires certifications of an employee's
fitness for duty to return to work, as permitted by FMLA under a uniform policy,
it must comply with the ADA requirement that a fitness for duty physical be job-
related and consistent with business necessity.
``(f) Under Title VII of the Civil Rights Act of 1964, as amended by the
Pregnancy Discrimination Act, and as made applicable by the CAA, an employing
office should provide the same benefits for women who are pregnant as the
employing office provides to other employees with short-term disabilities.
Because Title VII does not require employees to be employed for a certain period
of time to be protected, an employee employed for less than 12 months by the
employing office may not be denied maternity leave if the employing office
normally provides short-term disability benefits to employees with the same
tenure who are experiencing other short-term disabilities.
``(g) Under the Uniformed Services Employment and Reemployment Rights Act of
1994 (USERRA), 38 U.S.C. 4301, et seq., veterans are entitled to receive all
rights and benefits of employment that they would have obtained if they had been
continuously employed. Therefore, under USERRA, a returning servicemember would
be eligible for FMLA leave if the months and hours that he or she would have
worked for the civilian employing office during the period of absence due to or
necessitated by USERRA-covered service, combined with the months employed and
the hours actually worked, meet the FMLA eligibility threshold of 12 months of
employment and the hours of service requirement. See 825.110(b)(2)(i) and (c)(2)
and 825.802(c).
``(h) For further information on Federal antidiscrimination laws applied by
section 201 of the CAA (2 U.S.C. 1311), including Title VII, the Rehabilitation
Act, and the ADA, individuals are encouraged to contact the Office of
Congressional Workplace Rights.
``Subpart H--[Reserved]''.
SEC. 2. APPROVAL OF REGULATIONS RELATING TO FAIR LABOR STANDARDS ACT.
(a) In General.--The regulations described in subsection (b) are hereby
approved, insofar as such regulations apply to covered employees of the House of
Representatives under the Congressional Accountability Act of 1995 and to the
extent such regulations are consistent with the provisions of such Act.
(b) Regulations Approved.--The regulations described in this subsection are
the regulations issued by the Office of Congressional Workplace Rights on
September 28, 2022, under section 203(c)(2) of the Congressional Accountability
Act of 1995 to implement section 203 of such Act (relating to the application of
overtime requirements under the Fair Labor Standards Act of 1938), as published
in the Congressional Record on September 28, 2022 (Volume 168, daily edition) on
pages H8203 through H8217, and stated as follows:
``PART 541--DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE,
ADMINISTRATIVE, PROFESSIONAL, AND COMPUTER [AND OUTSIDE SALES] EMPLOYEES
``Subpart A--General Regulations (Sec. Sec. 541.0-541.4)
``Sec. 541.0 Introductory statement
``(a) Section 13(a)(1) of the Fair Labor Standards Act, as amended, provides
an exemption from the Act's minimum wage and overtime requirements for any
employee employed in a bona fide executive, administrative, or professional
capacity (including any employee employed in the capacity of academic
administrative personnel or teacher in elementary or secondary schools)[, or in
the capacity of an outside sales employee, as such terms are defined and
delimited from time to time by regulations of the Secretary, subject to the
provisions of the Administrative Procedure Act.]<< and applies to covered
employees by virtue of section 225(e)(1) of the CAA, as amended, 2 U.S.C.
1361(e)(1).>> Section 13(a)(17) of the Act provides an exemption from the
minimum wage and overtime requirements for computer systems analysts, computer
programmers, software engineers, and other similarly skilled computer employees
<< and applies to covered employees by virtue of section 225(e)(1) of the CAA,
as amended, 2 U.S.C. 1361(e)(1)>>.
``(b) The requirements for these exemptions are contained in this part as
follows: executive employees, subpart B; administrative employees, subpart C;
professional employees, subpart D; computer employees, subpart E[; outside sales
employees, subpart F]. Subpart G contains regulations regarding salary
requirements applicable to most of the exemptions, including salary levels and
the salary basis test. Subpart G also contains a provision for exempting certain
highly compensated employees. Subpart H contains definitions and other
miscellaneous provisions applicable to all or several of the exemptions.
``(c) Effective July 1, 1972, the Fair Labor Standards Act was amended to
include within the protection of the equal pay provisions those employees exempt
from the minimum wage and overtime pay provisions as bona fide executive,
administrative, and professional employees (including any employee employed in
the capacity of academic administrative personnel or teacher in elementary or
secondary schools)[, or in the capacity of an outside sales employee under
section 13(a)(1) of the Act]. The equal pay provisions in section 6(d) of the
Fair Labor Standards Act are administered and enforced by the [United States
Equal Employment Opportunity Commission]<<Office of Congressional Workplace
Rights>>.
``Sec. 541.1 Terms used in regulations
``Act means the Fair Labor Standards Act of 1938, as amended. [Administrator
means the Administrator of the Wage and Hour Division, United States Department
of Labor. The Secretary of Labor has delegated to the Administrator the
functions vested in the Secretary under sections 13(a)(1) and 13(a)(17) of the
Fair Labor Standards Act.] <<CAA means Congressional Accountability Act of 1995,
as amended. Office means the Office of Congressional Workplace Rights. Employee
means a `covered employee' as defined in section 101(a)(3) through (a)(8) of the
CAA, 2 U.S.C. 1301(a)(3) through (a)(8), but not an `intern' as defined in
section 203(a)(2) of the CAA, 2 U.S.C. 1313(a)(2). Employer, company, business,
or enterprise each mean an `employing office' as defined in section 101(a)(9) of
the CAA, 2 U.S.C. 1301(a)(9).>>
``Sec. 541.2 Job titles insufficient
``A job title alone is insufficient to establish the exempt status of an
employee. The exempt or nonexempt status of any particular employee must be
determined on the basis of whether the employee's salary and duties meet the
requirements of the regulations in this part.
``Sec. 541.3 Scope of the section 13(a)(1) exemptions
``(a) The section 13(a)(1) exemptions and the regulations in this part do
not apply to manual laborers or other `blue collar' workers who perform work
involving repetitive operations with their hands, physical skill and energy.
Such nonexempt `blue collar' employees gain the skills and knowledge required
for performance of their routine manual and physical work through
apprenticeships and on-the-job training, not through the prolonged course of
specialized intellectual instruction required for exempt learned professional
employees such as medical doctors, architects and archeologists. Thus, for
example, non-management production-line employees and non-management employees
in maintenance, construction and similar occupations such as carpenters,
electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers,
longshoremen, construction workers and laborers are entitled to minimum wage and
overtime premium pay under the Fair Labor Standards Act, and are not exempt
under the regulations in this part no matter how highly paid they might be.
``(b)(1) The section 13(a)(1) exemptions and the regulations in this part
also do not apply to police officers, detectives, [deputy sheriffs, state
troopers, highway patrol officers,] investigators, inspectors, [correctional
officers, parole or probation officers,] park rangers, fire fighters,
paramedics, emergency medical technicians, ambulance personnel, rescue workers,
hazardous materials workers and similar employees, regardless of rank or pay
level, who perform work such as preventing, controlling or extinguishing fires
of any type; rescuing fire, crime or accident victims; preventing or detecting
crimes; conducting investigations or inspections for violations of law;
performing surveillance; pursuing, restraining and apprehending suspects;
detaining or supervising suspected and convicted criminals, including those on
probation or parole; interviewing witnesses; interrogating and fingerprinting
suspects; preparing investigative reports; or other similar work.
``(2) Such employees do not qualify as exempt executive employees because
their primary duty is not management of the [enterprise] <<employing office>> in
which the employee is employed or a customarily recognized department or
subdivision thereof as required under Sec. 541.100. Thus, for example, a police
officer or fire fighter whose primary duty is to investigate crimes or fight
fires is not exempt under section 13(a)(1) of the Act merely because the police
officer or fire fighter also directs the work of other employees in the conduct
of an investigation or fighting a fire.
``(3) Such employees do not qualify as exempt administrative employees
because their primary duty is not the performance of work directly related to
the management or general business operations of the employer or the employer's
customers<<, constituents or stakeholders>> as required under Sec. 541.200.
``(4) Such employees do not qualify as exempt professionals because their
primary duty is not the performance of work requiring knowledge of an advanced
type in a field of science or learning customarily acquired by a prolonged
course of specialized intellectual instruction or the performance of work
requiring invention, imagination, originality or talent in a recognized field of
artistic or creative endeavor as required under Sec. 541.300. Although some
police officers, fire fighters, paramedics, emergency medical technicians and
similar employees have college degrees, a specialized academic degree is not a
standard prerequisite for employment in such occupations.
``Sec. 541.4 Other laws and collective bargaining agreements
``The Fair Labor Standards Act provides minimum standards that may be
exceeded, but cannot be waived or reduced. Employers must comply, for example,
with any Federal[, State or municipal] laws, regulations or ordinances
establishing a higher minimum wage or lower maximum workweek than those
established under the Act. Similarly, employers, on their own initiative or
under a collective bargaining agreement with a labor union, are not precluded by
the Act from providing a wage higher than the statutory minimum, a shorter
workweek than the statutory maximum, or a higher overtime premium (double time,
for example) than provided by the Act. While collective bargaining agreements
cannot waive or reduce the Act's protections, nothing in the Act or the
regulations in this part relieves employers from their contractual obligations
under collective bargaining agreements.
``Subpart B--Executive Employees (Sec. Sec. 541.100-541.106)
``Sec. 541.100 General rule for executive employees
``(a) The term `employee employed in a bona fide executive capacity' in
section 13(a)(1) of the Act shall mean any employee:
``(1) Compensated on a salary basis pursuant to Sec. 541.600 at a
rate of not less than $684 per week [(or $455 per week if employed in
the Commonwealth of the Northern Mariana Islands, Guam, Puerto Rico, or
the U.S. Virgin Islands by employers other than the Federal government,
or $380 per week if employed in American Samoa by employers other than
the Federal government)], exclusive of board, lodging or other
facilities;
``(2) Whose primary duty is management of the [enterprise]
<<employing office>> in which the employee is employed or of a
customarily recognized department or subdivision thereof;
``(3) Who customarily and regularly directs the work of two or more
other employees; and
``(4) Who has the authority to hire or fire other employees or whose
suggestions and recommendations as to the hiring, firing, advancement,
promotion or any other change of status of other employees are given
particular weight.
``(b) The phrase `salary basis' is defined at Sec. 541.602; `board, lodging
or other facilities' is defined at Sec. 541.606; `primary duty' is defined at
Sec. 541.700; and `customarily and regularly' is defined at Sec. 541.701.
[``Sec. 541.101 Business owner
``The term `employee employed in a bona fide executive capacity' in section
13(a)(1) of the Act also includes any employee who owns at least a bona fide 20-
percent equity interest in the enterprise in which the employee is employed,
regardless of whether the business is a corporate or other type of organization,
and who is actively engaged in its management. The term `management' is defined
in Sec. 541.102. The requirements of Subpart G (salary requirements) of this
part do not apply to the business owners described in this section.]
``Sec. 541.102 Management
``Generally, `management' includes, but is not limited to, activities such
as interviewing, selecting, and training of employees; setting and adjusting
their rates of pay and hours of work; directing the work of employees;
maintaining production or sales records for use in supervision or control;
appraising employees' productivity and efficiency for the purpose of
recommending promotions or other changes in status; handling employee complaints
and grievances; disciplining employees; planning the work; determining the
techniques to be used; apportioning the work among the employees; determining
the type of materials, supplies, machinery, equipment or tools to be used or
merchandise to be bought, stocked and sold; controlling the flow and
distribution of materials or merchandise and supplies; providing for the safety
and security of the employees or the property; planning and controlling the
budget; and monitoring or implementing legal compliance measures.
``Sec. 541.103 Department or subdivision
``(a) The phrase `a customarily recognized department or subdivision' is
intended to distinguish between a mere collection of employees assigned from
time to time to a specific job or series of jobs and a unit with permanent
status and function. A customarily recognized department or subdivision must
have a permanent status and a continuing function. For example, a large
employer's human resources department might have subdivisions for labor
relations, pensions and other benefits, equal employment opportunity, and
personnel management, each of which has a permanent status and function.
``(b) When an [enterprise] <<employing office>> has more than one
[establishment] <<location>>, the employee in charge of each [establishment]
<<location>> may be considered in charge of a recognized subdivision of the
[enterprise] <<employing office>>.
``(c) A recognized department or subdivision need not be physically within
the employer's establishment and may move from place to place. The mere fact
that the employee works in more than one location does not invalidate the
exemption if other factors show that the employee is actually in charge of a
recognized unit with a continuing function in the organization.
``(d) Continuity of the same subordinate personnel is not essential to the
existence of a recognized unit with a continuing function. An otherwise exempt
employee will not lose the exemption merely because the employee draws and
supervises workers from a pool or supervises a team of workers drawn from other
recognized units, if other factors are present that indicate that the employee
is in charge of a recognized unit with a continuing function.
``Sec. 541.104 Two or more other employees
``(a) To qualify as an exempt executive under Sec. 541.100, the employee
must customarily and regularly direct the work of two or more other employees.
The phrase `two or more other employees' means two full-time employees or their
equivalent. One full-time and two half-time employees, for example, are
equivalent to two full-time employees. Four half-time employees are also
equivalent.
``(b) The supervision can be distributed among two, three or more employees,
but each such employee must customarily and regularly direct the work of two or
more other full-time employees or the equivalent. Thus, for example, a
department with five full-time nonexempt workers may have up to two exempt
supervisors if each such supervisor customarily and regularly directs the work
of two of those workers.
``(c) An employee who merely assists the manager of a particular department
and supervises two or more employees only in the actual manager's absence does
not meet this requirement.
``(d) Hours worked by an employee cannot be credited more than once for
different executives. Thus, a shared responsibility for the supervision of the
same two employees in the same department does not satisfy this requirement.
However, a full-time employee who works four hours for one supervisor and four
hours for a different supervisor, for example, can be credited as a half-time
employee for both supervisors.
``Sec. 541.105 Particular weight
``To determine whether an employee's suggestions and recommendations are
given `particular weight,' factors to be considered include, but are not limited
to, whether it is part of the employee's job duties to make such suggestions and
recommendations; the frequency with which such suggestions and recommendations
are made or requested; and the frequency with which the employee's suggestions
and recommendations are relied upon. Generally, an executive's suggestions and
recommendations must pertain to employees whom the executive customarily and
regularly directs. It does not include an occasional suggestion with regard to
the change in status of a co-worker. An employee's suggestions and
recommendations may still be deemed to have `particular weight' even if a higher
level manager's recommendation has more importance and even if the employee does
not have authority to make the ultimate decision as to the employee's change in
status.
``Sec. 541.106 Concurrent duties
``(a) Concurrent performance of exempt and nonexempt work does not
disqualify an employee from the executive exemption if the requirements of
Sec. 541.100 are otherwise met. Whether an employee meets the requirements of
Sec. 541.100 when the employee performs concurrent duties is determined on a
case-by-case basis and based on the factors set forth in Sec. 541.700.
Generally, exempt executives make the decision regarding when to perform
nonexempt duties and remain responsible for the success or failure of business
operations under their management while performing the nonexempt work. In
contrast, the nonexempt employee generally is directed by a supervisor to
perform the exempt work or performs the exempt work for defined time periods. An
employee whose primary duty is ordinary production work or routine, recurrent or
repetitive tasks cannot qualify for exemption as an executive.
``(b) For example, an assistant manager in a retail establishment may
perform work such as serving customers, cooking food, stocking shelves and
cleaning the establishment, but performance of such nonexempt work does not
preclude the exemption if the assistant manager's primary duty is management. An
assistant manager can supervise employees and serve customers at the same time
without losing the exemption. An exempt employee can also simultaneously direct
the work of other employees and stock shelves.
``(c) In contrast, a relief supervisor or working supervisor whose primary
duty is performing nonexempt work on the production line in a manufacturing
plant does not become exempt merely because the nonexempt production line
employee occasionally has some responsibility for directing the work of other
nonexempt production line employees when, for example, the exempt supervisor is
unavailable. Similarly, an employee whose primary duty is to work as an
electrician is not an exempt executive even if the employee also directs the
work of other employees on the job site, orders parts and materials for the job,
and handles requests from the prime contractor.
``Subpart C--Administrative Employees (Sec. Sec. 541.200-541.204)
``Sec. 541.200 General rule for administrative employees
``(a) The term `employee employed in a bona fide administrative capacity' in
section 13(a)(1) of the Act shall mean any employee:
``(1) Compensated on a salary or fee basis pursuant to Sec. 541.600
at a rate of not less than $684 per week [(or $455 per week if employed
in the Commonwealth of the Northern Mariana Islands, Guam, Puerto Rico,
or the U.S. Virgin Islands by employers other than the Federal
government, or $380 per week if employed in American Samoa by employers
other than the Federal government)], exclusive of board, lodging or
other facilities;
``(2) Whose primary duty is the performance of office or non-manual
work directly related to the management or general business operations
of the employer or the employer's customers<<, constituents or
stakeholders>>; and
``(3) Whose primary duty includes the exercise of discretion and
independent judgment with respect to matters of significance.
``(b) The term `salary basis' is defined at Sec. 541.602; `fee basis' is
defined at Sec. 541.605; `board, lodging or other facilities' is defined at
Sec. 541.606; and `primary duty' is defined at Sec. 541.700.
``Sec. 541.201 Directly related to management or general business operations
``(a) To qualify for the administrative exemption, an employee's primary
duty must be the performance of work directly related to the management or
general business operations of the employer or the employer's customers<<,
constituents or stakeholders>>. The phrase `directly related to the management
or general business operations' refers to the type of work performed by the
employee. To meet this requirement, an employee must perform work directly
related to assisting with the running or servicing of the [business] <<employing
office>>, as distinguished, for example, from working on a manufacturing
production line or selling a product in a retail or service establishment.
``(b) Work directly related to management or general business operations
includes, but is not limited to, work in functional areas such as tax; finance;
accounting; budgeting; auditing; insurance; quality control; purchasing;
procurement; advertising; marketing; research; safety and health; personnel
management; human resources; employee benefits; labor relations; public
relations, government relations; computer network, internet and database
administration; legal and regulatory compliance; and similar activities. Some of
these activities may be performed by employees who also would qualify for
another exemption.
``(c) An employee may qualify for the administrative exemption if the
employee's primary duty is the performance of work directly related to the
management or general business operations of the employer's customers<<,
constituents and/or stakeholders>>. Thus, for example, employees acting as
advisers or consultants to their employer's [clients or] customer<<,
constituents or stakeholders>> (as tax experts or financial consultants, for
example) may be exempt.
``Sec. 541.202 Discretion and independent judgment
``(a) To qualify for the administrative exemption, an employee's primary
duty must include the exercise of discretion and independent judgment with
respect to matters of significance. In general, the exercise of discretion and
independent judgment involves the comparison and the evaluation of possible
courses of conduct, and acting or making a decision after the various
possibilities have been considered. The term `matters of significance' refers to
the level of importance or consequence of the work performed.
``(b) The phrase `discretion and independent judgment' must be applied in
the light of all the facts involved in the particular employment situation in
which the question arises. Factors to consider when determining whether an
employee exercises discretion and independent judgment with respect to matters
of significance include, but are not limited to: whether the employee has
authority to formulate, affect, interpret, or implement management policies or
operating practices; whether the employee carries out major assignments in
conducting the operations of the [business] <<employing office>>; whether the
employee performs work that affects business operations <<of the employing
office>>to a substantial degree, even if the employee's assignments are related
to operation of a particular segment of the [business] <<employing office>>;
whether the employee has authority to commit the employer in matters that have
significant financial impact; whether the employee has authority to waive or
deviate from established policies and procedures without prior approval; whether
the employee has authority to negotiate and bind the [company]<<employing
office>> on significant matters; whether the employee provides consultation or
expert advice to management; whether the employee is involved in planning longer
short-term [business] <<employing office>> objectives; whether the employee
investigates and resolves matters of significance on behalf of management; and
whether the employee represents the [company]<<employing office>> in handling
complaints, arbitrating disputes or resolving grievances.
``(c) The exercise of discretion and independent judgment implies that the
employee has authority to make an independent choice, free from immediate
direction or supervision. However, employees can exercise discretion and
independent judgment even if their decisions or recommendations are reviewed at
a higher level. Thus, the term `discretion and independent judgment' does not
require that the decisions made by an employee have a finality that goes with
unlimited authority and a complete absence of review. The decisions made as a
result of the exercise of discretion and independent judgment may consist of
recommendations for action rather than the actual taking of action. The fact
that an employee's decision may be subject to review and that upon occasion the
decisions are revised or reversed after review does not mean that the employee
is not exercising discretion and independent judgment. For example, the policies
formulated by the [credit] manager of a<<n>> [large corporation]<<employing
office>> may be subject to review by higher [company]<<employing office>>
officials who may approve or disapprove these policies. The [management
consultant] <<department director>> who has made a study of the operations of a
[business] <<department>> and who has drawn a proposed change in organization
may have the plan reviewed or revised by superiors before it is [submitted to
the client]<<approved>>.
``(d) An employer's volume of [business] <<work>> may make it necessary to
employ a number of employees to perform the same or similar work. The fact that
many employees perform identical work or work of the same relative importance
does not mean that the work of each such employee does not involve the exercise
of discretion and independent judgment with respect to matters of significance.
``(e) The exercise of discretion and independent judgment must be more than
the use of skill in applying well-established techniques, procedures or specific
standards described in manuals or other sources. See also Sec. 541.704 regarding
use of manuals. The exercise of discretion and independent judgment also does
not include clerical or secretarial work, recording or tabulating data, or
performing other mechanical, repetitive, recurrent or routine work. An employee
who simply tabulates data is not exempt, even if labeled as a `statistician.'
``(f) An employee does not exercise discretion and independent judgment with
respect to matters of significance merely because the employer will experience
financial losses if the employee fails to perform the job properly. For example,
a messenger who is entrusted with carrying large sums of money does not exercise
discretion and independent judgment with respect to matters of significance even
though serious consequences may flow from the employee's neglect. Similarly, an
employee who operates very expensive equipment does not exercise discretion and
independent judgment with respect to matters of significance merely because
improper performance of the employee's duties may cause serious financial loss
to the employer.
``Sec. 541.203 Administrative exemption examples
``(a) [Insurance claims adjusters]<<Employees who investigate claims>>
generally meet the duties requirements for the administrative exemption[,
whether they work for an insurance company or other type of company,] if their
duties include activities such as interviewing [insureds,] witnesses [and
physicians]; inspecting property damage; reviewing factual information to
prepare damage estimates; evaluating and making recommendations regarding
coverage of claims; determining liability and total value of a claim;
negotiating settlements; and making recommendations regarding litigation.
``(b) Employees in [the] financial services [industry] generally meet the
duties requirements for the administrative exemption if their duties include
work such as collecting and analyzing information regarding the customer's
income, assets, investments or debts; determining which financial products best
meet the customer's needs and financial circumstances; advising the customer
regarding the advantages and disadvantages of different financial products; and
marketing, servicing or promoting the employer's financial products. However, an
employee whose primary duty is selling financial products does not qualify for
the administrative exemption.
``(c) An employee who leads a team of other employees assigned to complete
major projects for the employer (such as [purchasing, selling or closing all or
part of the business,] negotiating a real estate transaction or a collective
bargaining agreement, or designing and implementing productivity improvements)
generally meets the duties requirements for the administrative exemption, even
if the employee does not have direct supervisory responsibility over the other
employees on the team.
``(d) An executive assistant or administrative assistant to a [business
owner or senior executive of a large business]<<senior management official of an
employing office>> generally meets the duties requirements for the
administrative exemption if such employee, without specific instructions or
prescribed procedures, has been delegated authority regarding matters of
significance.
``(e) Human resources managers who formulate, interpret or implement
employment policies and management consultants who study the operations of a
[business] <<employing office>> and propose changes in organization generally
meet the duties requirements for the administrative exemption. However,
personnel clerks who `screen' applicants to obtain data regarding their minimum
qualifications and fitness for employment generally do not meet the duties
requirements for the administrative exemption. Such personnel clerks typically
will reject all applicants who do not meet minimum standards for the particular
job or for employment by the [company] <<employing office>>. The minimum
standards are usually set by the exempt human resources manager or other
[company] <<employing office>> officials, and the decision to hire from the
group of qualified applicants who do meet the minimum standards is similarly
made by the exempt human resources manager or other [company] <<employing
office>> officials. Thus, when the interviewing and screening functions are
performed by the human resources manager or personnel manager who makes the
hiring decision or makes recommendations for hiring from the pool of qualified
applicants, such duties constitute exempt work, even though routine, because
this work is directly and closely related to the employee's exempt functions.
``(f) Purchasing agents with authority to bind the [company] <<employing
office>> on significant purchases generally meet the duties requirements for the
administrative exemption even if they must consult with top management officials
when making a purchase commitment for [raw] materials in excess of the
contemplated [plant] needs.
``(g) Ordinary inspection work generally does not meet the duties
requirements for the administrative exemption. Inspectors normally perform
specialized work along standardized lines involving well-established techniques
and procedures which may have been catalogued and described in manuals or other
sources. Such inspectors rely on techniques and skills acquired by special
training or experience. They have some leeway in the performance of their work
but only within closely prescribed limits.
``(h) Employees usually called examiners or graders, such as employees that
grade lumber, generally do not meet the duties requirements for the
administrative exemption. Such employees usually perform work involving the
comparison of products with established standards which are frequently
catalogued. Often, after continued reference to the written standards, or
through experience, the employee acquires sufficient knowledge so that reference
to written standards is unnecessary. The substitution of the employee's memory
for a manual of standards does not convert the character of the work performed
to exempt work requiring the exercise of discretion and independent judgment.
``(i) [Comparison shopping performed by an employee of a retail store who
merely reports to the buyer the prices at a competitor's store does not qualify
for the administrative exemption. However, the buyer who evaluates such reports
on competitor prices to set the employer's prices generally meets the duties
requirements for the administrative exemption.]<<Reserved.>>
``(j) [Public sector i]<<I>>nspectors or investigators of various types,
such as fire prevention or safety, building or construction, health or
sanitation, environmental or soils specialists and similar employees, generally
do not meet the duties requirements for the administrative exemption because
their work typically does not involve work directly related to the management or
general business operations of the employer. Such employees also do not qualify
for the administrative exemption because their work involves the use of skills
and technical abilities in gathering factual information, applying known
standards or prescribed procedures, determining which procedure to follow, or
determining whether prescribed standards or criteria are met.
``Sec. 541.204 Educational establishments
``(a) The term `employee employed in a bona fide administrative capacity' in
section 13(a)(1) of the Act also includes employees:
``(1) Compensated on a salary or fee basis at a rate of not less
than $684 per week [(or $455 per week if employed in the Commonwealth of
the Northern Mariana Islands, Guam, Puerto Rico, or the U.S. Virgin
Islands by employers other than the Federal government, or $380 per week
if employed in American Samoa by employers other than the Federal
government)], exclusive of board, lodging, or other facilities; or on a
salary basis which is at least equal to the entrance salary for teachers
in the educational establishment by which employed; and
``(2) Whose primary duty is performing administrative functions
directly related to academic instruction or training in an educational
establishment or department or subdivision thereof.
``(b) The term `educational establishment' means an elementary or secondary
school system, an institution of higher education or other educational
institution. Sections 3(v) and 3(w) of the Act define elementary and secondary
schools as those day or residential schools that provide elementary or secondary
education, as determined under State law. Under the laws of most States, such
education includes the curriculums in grades 1 through 12; under many it
includes also the introductory programs in kindergarten. Such education in some
States may also include nursery school programs in elementary education and
junior college curriculums in secondary education. The term `other educational
establishment' includes special schools for mentally or physically disabled or
gifted children, regardless of any classification of such schools as elementary,
secondary or higher. Factors relevant in determining whether post-secondary
career programs are educational institutions include whether the school is
licensed by a state agency responsible for the state's educational system or
accredited by a nationally recognized accrediting organization for career
schools. Also, for purposes of the exemption, no distinction is drawn between
public and private schools, or between those operated for profit and those that
are not for profit.
``(c) The phrase `performing administrative functions directly related to
academic instruction or training' means work related to the academic operations
and functions in a school rather than to administration along the lines of
general business operations. Such academic administrative functions include
operations directly in the field of education. Jobs relating to areas outside
the educational field are not within the definition of academic administration.
``(1) Employees engaged in academic administrative functions
include: the superintendent or other head of an elementary or secondary
school system, and any assistants, responsible for administration of
such matters as curriculum, quality and methods of instructing,
measuring and testing the learning potential and achievement of
students, establishing and maintaining academic and grading standards,
and other aspects of the teaching program; the principal and any vice-
principals responsible for the operation of an elementary or secondary
school; department heads in institutions of higher education responsible
for the administration of the mathematics department, the English
department, the foreign language department, etc.; academic counselors
who perform work such as administering school testing programs,
assisting students with academic problems and advising students
concerning degree requirements; and other employees with similar
responsibilities.
``(2) Jobs relating to building management and maintenance, jobs
relating to the health of the students, and academic staff such as
social workers, psychologists, lunch room managers or dietitians do not
perform academic administrative functions. Although such work is not
considered academic administration, such employees may qualify for
exemption under Sec. 541.200 or under other sections of this part,
provided the requirements for such exemptions are met.
``Subpart D--Professional Employees (Sec. Sec. 541.300-541.304)
``Sec. 541.300 General rule for professional employees
``(a) The term `employee employed in a bona fide professional capacity' in
section 13(a)(1) of the Act shall mean any employee:
``(1) Compensated on a salary or fee basis pursuant to Sec. 541.600
at a rate of not less than $684 per week [(or $455 per week if employed
in the Commonwealth of the Northern Mariana Islands, Guam, Puerto Rico,
or the U.S. Virgin Islands by employers other than the Federal
government, or $380 per week if employed in American Samoa by employers
other than the Federal government)], exclusive of board, lodging or
other facilities; and
``(2) Whose primary duty is the performance of work:
``(i) Requiring knowledge of an advanced type in a field of
science or learning customarily acquired by a prolonged course
of specialized intellectual instruction; or
``(ii) Requiring invention, imagination, originality or
talent in a recognized field of artistic or creative endeavor.
``(b) The term `salary basis' is defined at Sec. 541.602; `fee basis' is
defined at Sec. 541.605; `board, lodging or other facilities' is defined at
Sec. 541.606; and `primary duty' is defined at Sec. 541.700.
``Sec. 541.301 Learned professionals
``(a) To qualify for the learned professional exemption, an employee's
primary duty must be the performance of work requiring advanced knowledge in a
field of science or learning customarily acquired by a prolonged course of
specialized intellectual instruction. This primary duty test includes three
elements:
``(1) The employee must perform work requiring advanced knowledge;
``(2) The advanced knowledge must be in a field of science or
learning; and
``(3) The advanced knowledge must be customarily acquired by a
prolonged course of specialized intellectual instruction.
``(b) The phrase `work requiring advanced knowledge' means work which is
predominantly intellectual in character, and which includes work requiring the
consistent exercise of discretion and judgment, as distinguished from
performance of routine mental, manual, mechanical or physical work. An employee
who performs work requiring advanced knowledge generally uses the advanced
knowledge to analyze, interpret or make deductions from varying facts or
circumstances. Advanced knowledge cannot be attained at the high school level.
``(c) The phrase `field of science or learning' includes the traditional
professions of law, medicine, theology, accounting, actuarial computation,
engineering, architecture, teaching, various types of physical, chemical and
biological sciences, pharmacy and other similar occupations that have a
recognized professional status as distinguished from the mechanical arts or
skilled trades where in some instances the knowledge is of a fairly advanced
type, but is not in a field of science or learning.
``(d) The phrase `customarily acquired by a prolonged course of specialized
intellectual instruction' restricts the exemption to professions where
specialized academic training is a standard prerequisite for entrance into the
profession. The best prima facie evidence that an employee meets this
requirement is possession of the appropriate academic degree. However, the word
`customarily' means that the exemption is also available to employees in such
professions who have substantially the same knowledge level and perform
substantially the same work as the degreed employees, but who attained the
advanced knowledge through a combination of work experience and intellectual
instruction. Thus, for example, the learned professional exemption is available
to the occasional lawyer who has not gone to law school, or the occasional
chemist who is not the possessor of a degree in chemistry. However, the learned
professional exemption is not available for occupations that customarily may be
performed with only the general knowledge acquired by an academic degree in any
field, with knowledge acquired through an apprenticeship, or with training in
the performance of routine mental, manual, mechanical or physical processes. The
learned professional exemption also does not apply to occupations in which most
employees have acquired their skill by experience rather than by advanced
specialized intellectual instruction.
``(e)(1) Registered or certified medical technologists. Registered or
certified medical technologists who have successfully completed three academic
years of pre-professional study in an accredited college or university plus a
fourth year of professional course work in a school of medical technology
approved by the Council of Medical Education of the American Medical Association
generally meet the duties requirements for the learned professional exemption.
``(2) Nurses. Registered nurses who are registered by the appropriate State
examining board generally meet the duties requirements for the learned
professional exemption. Licensed practical nurses and other similar health care
employees, however, generally do not qualify as exempt learned professionals
because possession of a specialized advanced academic degree is not a standard
prerequisite for entry into such occupations.
``(3) Dental hygienists. Dental hygienists who have successfully completed
four academic years of pre-professional and professional study in an accredited
college or university approved by the Commission on Accreditation of Dental and
Dental Auxiliary Educational Programs of the American Dental Association
generally meet the duties requirements for the learned professional exemption.
``(4) Physician assistants. Physician assistants who have successfully
completed four academic years of pre-professional and professional study,
including graduation from a physician assistant program accredited by the
Accreditation Review Commission on Education for the Physician Assistant, and
who are certified by the National Commission on Certification of Physician
Assistants generally meet the duties requirements for the learned professional
exemption.
``(5) Accountants. Certified public accountants generally meet the duties
requirements for the learned professional exemption. In addition, many other
accountants who are not certified public accountants but perform similar job
duties may qualify as exempt learned professionals. However, accounting clerks,
bookkeepers and other employees who normally perform a great deal of routine
work generally will not qualify as exempt professionals.
``(6) Chefs. Chefs, such as executive chefs and sous chefs, who have
attained a four-year specialized academic degree in a culinary arts program,
generally meet the duties requirements for the learned professional exemption.
The learned professional exemption is not available to cooks who perform
predominantly routine mental, manual, mechanical or physical work.
``(7) Paralegals. Paralegals and legal assistants generally do not qualify
as exempt learned professionals because an advanced specialized academic degree
is not a standard prerequisite for entry into the field. Although many
paralegals possess general four-year advanced degrees, most specialized
paralegal programs are two-year associate degree programs from a community
college or equivalent institution. However, the learned professional exemption
is available for paralegals who possess advanced specialized degrees in other
professional fields and apply advanced knowledge in that field in the
performance of their duties. For example, if a law firm hires an engineer as a
paralegal to provide expert advice on product liability cases or to assist on
patent matters, that engineer would qualify for exemption.
``(8) Athletic trainers. Athletic trainers who have successfully completed
four academic years of pre-professional and professional study in a specialized
curriculum accredited by the Commission on Accreditation of Allied Health
Education Programs and who are certified by the Board of Certification of the
National Athletic Trainers Association Board of Certification generally meet the
duties requirements for the learned professional exemption.
[``(9) Funeral directors or embalmers. Licensed funeral directors and
embalmers who are licensed by and working in a state that requires successful
completion of four academic years of pre-professional and professional study,
including graduation from a college of mortuary science accredited by the
American Board of Funeral Service Education, generally meet the duties
requirements for the learned professional exemption.]
``(f) The areas in which the professional exemption may be available are
expanding. As knowledge is developed, academic training is broadened and
specialized degrees are offered in new and diverse fields, thus creating new
specialists in particular fields of science or learning. When an advanced
specialized degree has become a standard requirement for a particular
occupation, that occupation may have acquired the characteristics of a learned
profession. Accrediting and certifying organizations similar to those listed in
paragraphs (e)(1), (e)(3), (e)(4) and (e)(8) of this section also may be created
in the future. Such organizations may develop similar specialized curriculums
and certification programs which, if a standard requirement for a particular
occupation, may indicate that the occupation has acquired the characteristics of
a learned profession.
``Sec. 541.302 Creative professionals
``(a) To qualify for the creative professional exemption, an employee's
primary duty must be the performance of work requiring invention, imagination,
originality or talent in a recognized field of artistic or creative endeavor as
opposed to routine mental, manual, mechanical or physical work. The exemption
does not apply to work which can be produced by a person with general manual or
intellectual ability and training.
``(b) To qualify for exemption as a creative professional, the work
performed must be `in a recognized field of artistic or creative endeavor.' This
includes such fields as music, writing, acting and the graphic arts.
``(c) The requirement of `invention, imagination, originality or talent'
distinguishes the creative professions from work that primarily depends on
intelligence, diligence and accuracy. The duties of employees vary widely, and
exemption as a creative professional depends on the extent of the invention,
imagination, originality or talent exercised by the employee. Determination of
exempt creative professional status, therefore, must be made on a case-by-case
basis. This requirement generally is met by actors, musicians, composers,
conductors, and soloists; painters who at most are given the subject matter of
their painting; cartoonists who are merely told the title or underlying concept
of a cartoon and must rely on their own creative ability to express the concept;
essayists, novelists, short-story writers and screen-play writers who choose
their own subjects and hand in a finished piece of work to their employers (the
majority of such persons are, of course, not employees but self-employed); and
persons holding the more responsible writing positions in advertising agencies.
This requirement generally is not met by a person who is employed as a copyist,
as an `animator' of motion-picture cartoons, or as a retoucher of photographs,
since such work is not properly described as creative in character.
``(d) Journalists may satisfy the duties requirements for the creative
professional exemption if their primary duty is work requiring invention,
imagination, originality or talent, as opposed to work which depends primarily
on intelligence, diligence and accuracy. Employees of newspapers, magazines,
television and other media are not exempt creative professionals if they only
collect, organize and record information that is routine or already public, or
if they do not contribute a unique interpretation or analysis to a news product.
Thus, for example, newspaper reporters who merely rewrite press releases or who
write standard recounts of public information by gathering facts on routine
community events are not exempt creative professionals. Reporters also do not
qualify as exempt creative professionals if their work product is subject to
substantial control by the employer. However, journalists may qualify as exempt
creative professionals if their primary duty is performing on the air in radio,
television or other electronic media; conducting investigative interviews;
analyzing or interpreting public events; writing editorials, opinion columns or
other commentary; or acting as a narrator or commentator.
``Sec. 541.303 Teachers
``(a) The term `employee employed in a bona fide professional capacity' in
section 13(a)(1) of the Act also means any employee with a primary duty of
teaching, tutoring, instructing or lecturing in the activity of imparting
knowledge and who is employed and engaged in this activity as a teacher in an
educational establishment by which the employee is employed. The term
`educational establishment' is defined in Sec. 541.204(b).
``(b) Exempt teachers include, but are not limited to: Regular academic
teachers; teachers of kindergarten or nursery school pupils; teachers of gifted
or disabled children; teachers of skilled and semi-skilled trades and
occupations; teachers engaged in automobile driving instruction; aircraft flight
instructors; home economics teachers; and vocal or instrumental music
instructors. Those faculty members who are engaged as teachers but also spend a
considerable amount of their time in extracurricular activities such as coaching
athletic teams or acting as moderators or advisors in such areas as drama,
speech, debate or journalism are engaged in teaching. Such activities are a
recognized part of the schools' responsibility in contributing to the
educational development of the student.
``(c) The possession of an elementary or secondary teacher's certificate
provides a clear means of identifying the individuals contemplated as being
within the scope of the exemption for teaching professionals. Teachers who
possess a teaching certificate qualify for the exemption regardless of the
terminology (e.g., permanent, conditional, standard, provisional, temporary,
emergency, or unlimited) used by the State to refer to different kinds of
certificates. However, private schools and public schools are not uniform in
requiring a certificate for employment as an elementary or secondary school
teacher, and a teacher's certificate is not generally necessary for employment
in institutions of higher education or other educational establishments.
Therefore, a teacher who is not certified may be considered for exemption,
provided that such individual is employed as a teacher by the employing school
or school system.
``(d) The requirements of Sec. 541.300 and Subpart G (salary requirements)
of this part do not apply to the teaching professionals described in this
section.
``Sec. 541.304 Practice of law or medicine
``(a) The term `employee employed in a bona fide professional capacity' in
section 13(a)(1) of the Act also shall mean:
``(1) Any employee who is the holder of a valid license or
certificate permitting the practice of law or medicine or any of their
branches and is actually engaged in the practice thereof; and
``(2) Any employee who is the holder of the requisite academic
degree for the general practice of medicine and is engaged in an
internship or resident program pursuant to the practice of the
profession.
``(b) In the case of medicine, the exemption applies to physicians and other
practitioners licensed and practicing in the field of medical science and
healing or any of the medical specialties practiced by physicians or
practitioners. The term `physicians' includes medical doctors including general
practitioners and specialists, osteopathic physicians (doctors of osteopathy),
podiatrists, dentists (doctors of dental medicine), and optometrists (doctors of
optometry or bachelors of science in optometry).
``(c) Employees engaged in internship or resident programs, whether or not
licensed to practice prior to commencement of the program, qualify as exempt
professionals if they enter such internship or resident programs after the
earning of the appropriate degree required for the general practice of their
profession.
``(d) The requirements of Sec. 541.300 and subpart G (salary requirements)
of this part do not apply to the employees described in this section.
``Subpart E--Computer Employees (Sec. Sec. 541.400-541.402)
``Sec. 541.400 General rule for computer employees
``(a) Computer systems analysts, computer programmers, software engineers or
other similarly skilled workers in the computer field are eligible for exemption
as professionals under section 13(a)(1) of the Act and under section 13(a)(17)
of the Act. Because job titles vary widely and change quickly in the computer
industry, job titles are not determinative of the applicability of this
exemption.
``(b) The section 13(a)(1)exemption applies to any computer employee who is
compensated on a salary or fee basis at a rate of not less than $684 per week
[(or $455 per week if employed in the Commonwealth of the Northern Mariana
Islands, Guam, Puerto Rico, or the U.S. Virgin Islands by employers other than
the Federal government, or $380 per week if employed in American Samoa by
employers other than the Federal government)], exclusive of board, lodging, or
other facilities.
``The section 13(a)(17) exemption applies to any computer employee
compensated on an hourly basis at a rate of not less than $27.63 an hour. In
addition, under either section 13(a)(1) or section 13(a)(17) of the Act, the
exemptions apply only to computer employees whose primary duty consists of:
``(1) The application of systems analysis techniques and procedures,
including consulting with users, to determine hardware, software or
system functional specifications;
``(2) The design, development, documentation, analysis, creation,
testing or modification of computer systems or programs, including
prototypes, based on and related to user or system design
specifications;
``(3) The design, documentation, testing, creation or modification
of computer programs related to machine operating systems; or
``(4) A combination of the aforementioned duties, the performance of
which requires the same level of skills.
``(c) The term `salary basis' is defined at Sec. 541.602; `fee basis' is
defined at Sec. 541.605; `board, lodging or other facilities' is defined at
Sec. 541.606; and `primary duty' is defined at Sec. 541.700.
``Sec. 541.401 Computer manufacture and repair
``The exemption for employees in computer occupations does not include
employees engaged in the manufacture or repair of computer hardware and related
equipment. Employees whose work is highly dependent upon, or facilitated by, the
use of computers and computer software programs (e.g., engineers, drafters and
others skilled in computer-aided design software), but who are not primarily
engaged in computer systems analysis and programming or other similarly skilled
computer-related occupations identified in Sec. 541.400(b), are also not exempt
computer professionals.
``Sec. 541.402 Executive and administrative computer employees
``Computer employees within the scope of this exemption, as well as those
employees not within its scope, may also have executive and administrative
duties which qualify the employees for exemption under subpart B or subpart C of
this part. For example, systems analysts and computer programmers generally meet
the duties requirements for the administrative exemption if their primary duty
includes work such as planning, scheduling, and coordinating activities required
to develop systems to solve complex business, scientific or engineering problems
of the employer or the employer's customers<<, constituents or stakeholders>>.
Similarly, a senior or lead computer programmer who manages the work of two or
more other programmers in a customarily recognized department or subdivision of
the employer, and whose recommendations as to the hiring, firing, advancement,
promotion or other change of status of the other programmers are given
particular weight, generally meets the duties requirements for the executive
exemption.
``Subpart F--<<Reserved>>
[``Subpart F--Outside Sales Employees (Sec. Sec. 541.500-541.504)]
[``Sec. 541.500 General rule for outside sales employees
[``(a) The term `employee employed in the capacity of outside salesman' in
section 13(a)(1) of the Act shall mean any employee:]
[``(1) Whose primary duty is:]
[``(i) making sales within the meaning of section 3(k) of
the Act, or]
[``(ii) obtaining orders or contracts for services or for
the use of facilities for which a consideration will be paid by
the client or customer; and]
[``(2) Who is customarily and regularly engaged away from the
employer's place or places of business in performing such primary duty.]
[``(b) The term `primary duty' is defined at Sec. 541.700. In determining
the primary duty of an outside sales employee, work performed incidental to and
in conjunction with the employee's own outside sales or solicitations, including
incidental deliveries and collections, shall be regarded as exempt outside sales
work. Other work that furthers the employee's sales efforts also shall be
regarded as exempt work including, for example, writing sales reports, updating
or revising the employee's sales or display catalogue, planning itineraries and
attending sales conferences.]
[``(c) The requirements of subpart G (salary requirements) of this part do
not apply to the outside sales employees described in this section.]
[``Sec. 541.501 Making sales or obtaining orders
[``(a) Section 541.500 requires that the employee be engaged in:]
[``(1) Making sales within the meaning of section 3(k) of the Act,
or]
[``(2) Obtaining orders or contracts for services or for the use of
facilities.]
[``(b) Sales within the meaning of section 3(k) of the Act include the
transfer of title to tangible property, and in certain cases, of tangible and
valuable evidences of intangible property. Section 3(k) of the Act states that
`sale' or `sell' includes any sale, exchange, contract to sell, consignment for
sale, shipment for sale, or other disposition.]
[``(c) Exempt outside sales work includes not only the sales of commodities,
but also `obtaining orders or contracts for services or for the use of
facilities for which a consideration will be paid by the client or customer.'
Obtaining orders for `the use of facilities' includes the selling of time on
radio or television, the solicitation of advertising for newspapers and other
periodicals, and the solicitation of freight for railroads and other
transportation agencies.]
[``(d) The word `services' extends the outside sales exemption to employees
who sell or take orders for a service, which may be performed for the customer
by someone other than the person taking the order.]
[``Sec. 541.502 Away from employer's place of business
``An outside sales employee must be customarily and regularly engaged `away
from the employer's place or places of business.' The outside sales employee is
an employee who makes sales at the customer's place of business or, if selling
door-to-door, at the customer's home. Outside sales does not include sales made
by mail, telephone or the Internet unless such contact is used merely as an
adjunct to personal calls. Thus, any fixed site, whether home or office, used by
a salesperson as a headquarters or for telephonic solicitation of sales is
considered one of the employer's places of business, even though the employer is
not in any formal sense the owner or tenant of the property. However, an outside
sales employee does not lose the exemption by displaying samples in hotel sample
rooms during trips from city to city; these sample rooms should not be
considered as the employer's places of business. Similarly, an outside sales
employee does not lose the exemption by displaying the employer's products at a
trade show. If selling actually occurs, rather than just sales promotion, trade
shows of short duration (i.e., one or two weeks) should not be considered as the
employer's place of business.]
[``Sec. 541.503 Promotion work
[``(a) Promotion work is one type of activity often performed by persons who
make sales, which may or may not be exempt outside sales work, depending upon
the circumstances under which it is performed. Promotional work that is actually
performed incidental to and in conjunction with an employee's own outside sales
or solicitations is exempt work. On the other hand, promotional work that is
incidental to sales made, or to be made, by someone else is not exempt outside
sales work. An employee who does not satisfy the requirements of this subpart
may still qualify as an exempt employee under other subparts of this rule.]
[``(b) A manufacturer's representative, for example, may perform various
types of promotional activities such as putting up displays and posters,
removing damaged or spoiled stock from the merchant's shelves or rearranging the
merchandise. Such an employee can be considered an exempt outside sales employee
if the employee's primary duty is making sales or contracts. Promotion
activities directed toward consummation of the employee's own sales are exempt.
Promotional activities designed to stimulate sales that will be made by someone
else are not exempt outside sales work.]
[``(c) Another example is a company representative who visits chain stores,
arranges the merchandise on shelves, replenishes stock by replacing old with new
merchandise, sets up displays and consults with the store manager when inventory
runs low, but does not obtain a commitment for additional purchases. The
arrangement of merchandise on the shelves or the replenishing of stock is not
exempt work unless it is incidental to and in conjunction with the employee's
own outside sales. Because the employee in this instance does not consummate the
sale nor direct efforts toward the consummation of a sale, the work is not
exempt outside sales work.]
[``Sec. 541.504 Drivers who sell
[``(a) Drivers who deliver products and also sell such products may qualify
as exempt outside sales employees only if the employee has a primary duty of
making sales. In determining the primary duty of drivers who sell, work
performed incidental to and in conjunction with the employee's own outside sales
or solicitations, including loading, driving or delivering products, shall be
regarded as exempt outside sales work.]
[``(b) Several factors should be considered in determining if a driver has a
primary duty of making sales, including, but not limited to: a comparison of the
driver's duties with those of other employees engaged as truck drivers and as
salespersons; possession of a selling or solicitor's license when such license
is required by law or ordinances; presence or absence of customary or
contractual arrangements concerning amounts of products to be delivered;
description of the employee's occupation in collective bargaining agreements;
the employer's specifications as to qualifications for hiring; sales training;
attendance at sales conferences; method of payment; and proportion of earnings
directly attributable to sales.]
[``(c) Drivers who may qualify as exempt outside sales employees include:]
[``(1) A driver who provides the only sales contact between the
employer and the customers visited, who calls on customers and takes
orders for products, who delivers products from stock in the employee's
vehicle or procures and delivers the product to the customer on a later
trip, and who receives compensation commensurate with the volume of
products sold.]
[``(2) A driver who obtains or solicits orders for the employer's
products from persons who have authority to commit the customer for
purchases.]
[``(3) A driver who calls on new prospects for customers along the
employee's route and attempts to convince them of the desirability of
accepting regular delivery of goods.]
[``(4) A driver who calls on established customers along the route
and persuades regular customers to accept delivery of increased amounts
of goods or of new products, even though the initial sale or agreement
for delivery was made by someone else.]
[``(d) Drivers who generally would not qualify as exempt outside sales
employees include:]
[``(1) A route driver whose primary duty is to transport products
sold by the employer through vending machines and to keep such machines
stocked, in good operating condition, and in good locations.]
[``(2) A driver who often calls on established customers day after
day or week after week, delivering a quantity of the employer's products
at each call when the sale was not significantly affected by
solicitations of the customer by the delivering driver or the amount of
the sale is determined by the volume of the customer's sales since the
previous delivery.]
[``(3) A driver primarily engaged in making deliveries to customers
and performing activities intended to promote sales by customers
(including placing point-of-sale and other advertising materials, price
stamping commodities, arranging merchandise on shelves, in coolers or in
cabinets, rotating stock according to date, and cleaning and otherwise
servicing display cases), unless such work is in furtherance of the
driver's own sales efforts.]
``Subpart G--Salary Requirements (Sec. Sec. 541.600-541.607)
``Sec. 541.600 Amount of salary required
``(a) To qualify as an exempt executive, administrative or professional
employee under section 13(a)(1) of the Act, an employee must be compensated on a
salary basis at a rate of not less than $684 per week [(or $455 per week if
employed in the Commonwealth of the Northern Mariana Islands, Guam, Puerto Rico,
or the U.S. Virgin Islands by employers other than the Federal Government, or
$380 per week if employed in American Samoa by employers other than the Federal
Government)], exclusive of board, lodging or other facilities. Administrative
and professional employees may also be paid on a fee basis, as defined in
Sec. 541.605.
``(b) The required amount of compensation per week may be translated into
equivalent amounts for periods longer than one week. For example, the $684-per-
week requirement will be met if the employee is compensated biweekly on a salary
basis of not less than $1,368, semimonthly on a salary basis of not less than
$1,482, or monthly on a salary basis of not less than $2,964. However, the
shortest period of payment that will meet this compensation requirement is one
week.
``(c) In the case of academic administrative employees, the compensation
requirement also may be met by compensation on a salary basis at a rate at least
equal to the entrance salary for teachers in the educational establishment by
which the employee is employed, as provided in Sec. 541.204(a)(1).
``(d) In the case of computer employees, the compensation requirement also
may be met by compensation on an hourly basis at a rate not less than $27.63 an
hour, as provided in Sec. 541.400(b).
``(e) In the case of professional employees, the compensation requirements
in this section shall not apply to employees engaged as teachers (see
Sec. 541.303); employees who hold a valid license or certificate permitting the
practice of law or medicine or any of their branches and are actually engaged in
the practice thereof (see Sec. 541.304); or to employees who hold the requisite
academic degree for the general practice of medicine and are engaged in an
internship or resident program pursuant to the practice of the profession (see
Sec. 541.304). In the case of medical occupations, the exception from the salary
or fee requirement does not apply to pharmacists, nurses, therapists,
technologists, sanitarians, dietitians, social workers, psychologists,
psychometrists, or other professions which service the medical profession.
``Sec. 541.601 Highly compensated employees
``(a)(1) Beginning on [January 1, 2020]<<the effective date of these
Substantive Regulations>>, an employee with total annual compensation of at
least $107,432 is deemed exempt under section 13(a)(1) of the Act if the
employee customarily and regularly performs any one or more of the exempt duties
or responsibilities of an executive, administrative or professional employee as
identified in subparts B, C or D of this part.
``(2) Where the annual period covers periods both prior to and after
[January 1, 2020]<<the effective date of these Substantive Regulations>>, the
amount of total annual compensation due will be determined on a proportional
basis.
``(b)(1) `Total annual compensation' must include at least $684 per week
paid on a salary or fee basis as set forth in Sec. 541.602 and 541.605, except
that Sec. 541.602(a)(3) shall not apply to highly compensated employees. Total
annual compensation may also include commissions, nondiscretionary bonuses and
other nondiscretionary compensation earned during a 52-week period. Total annual
compensation does not include board, lodging and other facilities as defined in
Sec. 541.606, and does not include payments for medical insurance, payments for
life insurance, contributions to retirement plans and the cost of other fringe
benefits.
``(2) If an employee's total annual compensation does not total at least the
amount specified in the applicable subsection of paragraph (a) by the last pay
period of the 52-week period, the employer may, during the last pay period or
within one month after the end of the 52-week period, make one final payment
sufficient to achieve the required level. For example, for a 52-week period
[beginning January 1, 2020], an employee may earn $90,000 in base salary, and
the employer may anticipate [based upon past sales] that the employee also will
earn $17,432 in [commissions]<<other payments>>. However, [due to poor sales] in
the final quarter of the year, the employee actually only earns $12,000 in
[commissions]<<other payments>>. In this situation, the employer may within one
month after the end of the year make a payment of at least $5,432 to the
employee. Any such final payment made after the end of the 52-week period may
count only toward the prior year's total annual compensation and not toward the
total annual compensation in the year it was paid. If the employer fails to make
such a payment, the employee does not qualify as a highly compensated employee,
but may still qualify as exempt under subparts B, C, or D of this part.
``(3) An employee who does not work a full year for the employer, either
because the employee is newly hired after the beginning of the year or ends the
employment before the end of the year, may qualify for exemption under this
section if the employee receives a pro rata portion of the minimum amount
established in paragraph (a) of this section, based upon the number of weeks
that the employee will be or has been employed. An employer may make one final
payment as under paragraph (b)(2) of this section within one month after the end
of employment.
``(4) The employer may utilize any 52-week period as the year, such as a
calendar year, a fiscal year, or an anniversary of hire year. If the employer
does not identify some other year period in advance, the calendar year will
apply.
``(c) A high level of compensation is a strong indicator of an employee's
exempt status, thus eliminating the need for a detailed analysis of the
employee's job duties. Thus, a highly compensated employee will qualify for
exemption if the employee customarily and regularly performs any one or more of
the exempt duties or responsibilities of an executive, administrative or
professional employee identified in subparts B, C or D of this part. An employee
may qualify as a highly compensated executive employee, for example, if the
employee customarily and regularly directs the work of two or more other
employees, even though the employee does not meet all of the other requirements
for the executive exemption under Sec. 541.100.
``(d) This section applies only to employees whose primary duty includes
performing office or non-manual work. Thus, for example, non-management
production-line workers and non-management employees in maintenance,
construction and similar occupations such as carpenters, electricians,
mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen,
construction workers, laborers and other employees who perform work involving
repetitive operations with their hands, physical skill and energy are not exempt
under this section no matter how highly paid they might be.
``Sec. 541.602 Salary basis
``(a) General rule. An employee will be considered to be paid on a `salary
basis' within the meaning of this part if the employee regularly receives each
pay period on a weekly, or less frequent basis, a predetermined amount
constituting all or part of the employee's compensation, which amount is not
subject to reduction because of variations in the quality or quantity of the
work performed.
``(1) Subject to the exceptions provided in paragraph (b) of this
section, an exempt employee must receive the full salary for any week in
which the employee performs any work without regard to the number of
days or hours worked. Exempt employees need not be paid for any workweek
in which they perform no work.
``(2) An employee is not paid on a salary basis if deductions from
the employee's predetermined compensation are made for absences
occasioned by the employer or by the operating requirements of the
[business] <<employing office>>. If the employee is ready, willing and
able to work, deductions may not be made for time when work is not
available.
``(3) Up to ten percent of the salary amount required by
Sec. 541.600(a) may be satisfied by the payment of nondiscretionary
bonuses, incentives and commissions, that are paid annually or more
frequently. The employer may utilize any 52-week period as the year,
such as a calendar year, a fiscal year, or an anniversary of hire year.
If the employer does not identify some other year period in advance, the
calendar year will apply. This provision does not apply to highly
compensated employees under Sec. 541.601.
``(i) If by the last pay period of the 52-week period the
sum of the employee's weekly salary plus nondiscretionary bonus,
incentive, and commission payments received is less than 52
times the weekly salary amount required by Sec. 541.600(a), the
employer may make one final payment sufficient to achieve the
required level no later than the next pay period after the end
of the year. Any such final payment made after the end of the
52-week period may count only toward the prior year's salary
amount and not toward the salary amount in the year it was paid.
``(ii) An employee who does not work a full 52-week period
for the employer, either because the employee is newly hired
after the beginning of this period or ends the employment before
the end of this period, may qualify for exemption if the
employee receives a pro rata portion of the minimum amount
established in paragraph (a)(3) of this section, based upon the
number of weeks that the employee will be or has been employed.
An employer may make one final payment as under paragraph
(a)(3)(i) of this section within one pay period after the end of
employment.
``(b) Exceptions. The prohibition against deductions from pay in the salary
basis requirement is subject to the following exceptions:
``(1) Deductions from pay may be made when an exempt employee is
absent from work for one or more full days for personal reasons, other
than sickness or disability. Thus, if an employee is absent for two full
days to handle personal affairs, the employee's salaried status will not
be affected if deductions are made from the salary for two full-day
absences. However, if an exempt employee is absent for one and a half
days for personal reasons, the employer can deduct only for the one
full-day absence.
``(2) Deductions from pay may be made for absences of one or more
full days occasioned by sickness or disability (including work-related
accidents) if the deduction is made in accordance with a bona fide plan,
policy or practice of providing compensation for loss of salary
occasioned by such sickness or disability. The employer is not required
to pay any portion of the employee's salary for full-day absences for
which the employee receives compensation under the plan, policy or
practice. Deductions for such full-day absences also may be made before
the employee has qualified under the plan, policy or practice, and after
the employee has exhausted the leave allowance thereunder. Thus, for
example, if an employer maintains a short-term disability insurance plan
providing salary replacement for 12 weeks starting on the fourth day of
absence, the employer may make deductions from pay for the three days of
absence before the employee qualifies for benefits under the plan; for
the twelve weeks in which the employee receives salary replacement
benefits under the plan; and for absences after the employee has
exhausted the 12 weeks of salary replacement benefits. [Similarly, an
employer may make deductions from pay for absences of one or more full
days if salary replacement benefits are provided under a State
disability insurance law or under a State workers' compensation law.]
``(3) While an employer cannot make deductions from pay for absences
of an exempt employee occasioned by jury duty, attendance as a witness
or temporary military leave, the employer can offset any amounts
received by an employee as jury fees, witness fees or military pay for a
particular week against the salary due for that particular week without
loss of the exemption.
``(4) Deductions from pay of exempt employees may be made for
penalties imposed in good faith for infractions of safety rules of major
significance. Safety rules of major significance include those relating
to the prevention of serious danger in the workplace or to other
employees, such as rules prohibiting smoking in explosive plants, oil
refineries and coal mines.
``(5) Deductions from pay of exempt employees may be made for unpaid
disciplinary suspensions of one or more full days imposed in good faith
for infractions of workplace conduct rules. Such suspensions must be
imposed pursuant to a written policy applicable to all employees. Thus,
for example, an employer may suspend an exempt employee without pay for
three days for violating a generally applicable written policy
prohibiting sexual harassment. Similarly, an employer may suspend an
exempt employee without pay for twelve days for violating a generally
applicable written policy prohibiting workplace violence.
``(6) An employer is not required to pay the full salary in the
initial or terminal week of employment. Rather, an employer may pay a
proportionate part of an employee's full salary for the time actually
worked in the first and last week of employment. In such weeks, the
payment of an hourly or daily equivalent of the employee's full salary
for the time actually worked will meet the requirement. However,
employees are not paid on a salary basis within the meaning of these
regulations if they are employed occasionally for a few days, and the
employer pays them a proportionate part of the weekly salary when so
employed.
``(7) An employer is not required to pay the full salary for weeks
in which an exempt employee takes unpaid leave under the Family and
Medical Leave Act. Rather, when an exempt employee takes unpaid leave
under the Family and Medical Leave Act, an employer may pay a
proportionate part of the full salary for time actually worked. For
example, if an employee who normally works 40 hours per week uses four
hours of unpaid leave under the Family and Medical Leave Act, the
employer could deduct 10 percent of the employee's normal salary that
week.
``(c) When calculating the amount of a deduction from pay allowed under
paragraph (b) of this section, the employer may use the hourly or daily
equivalent of the employee's full weekly salary or any other amount proportional
to the time actually missed by the employee. A deduction from pay as a penalty
for violations of major safety rules under paragraph (b)(4) of this section may
be made in any amount.
``Sec. 541.603 Effect of improper deductions from salary
``(a) An employer who makes improper deductions from salary shall lose the
exemption if the facts demonstrate that the employer did not intend to pay
employees on a salary basis. An actual practice of making improper deductions
demonstrates that the employer did not intend to pay employees on a salary
basis. The factors to consider when determining whether an employer has an
actual practice of making improper deductions include, but are not limited to:
the number of improper deductions, particularly as compared to the number of
employee infractions warranting discipline; the time period during which the
employer made improper deductions; the number and geographic location of
employees whose salary was improperly reduced; the number and geographic
location of managers responsible for taking the improper deductions; and whether
the employer has a clearly communicated policy permitting or prohibiting
improper deductions.
``(b) If the facts demonstrate that the employer has an actual practice of
making improper deductions, the exemption is lost during the time period in
which the improper deductions were made for employees in the same job
classification working for the same managers responsible for the actual improper
deductions. Employees in different job classifications or who work for different
managers do not lose their status as exempt employees. Thus, for example, if a
manager [at a company facility] routinely docks the pay of engineers at that
facility for partial-day personal absences, then all engineers at that facility
whose pay could have been improperly docked by the manager would lose the
exemption; engineers at other facilities or working for other managers, however,
would remain exempt.
``(c) Improper deductions that are either isolated or inadvertent will not
result in loss of the exemption for any employees subject to such improper
deductions, if the employer reimburses the employees for such improper
deductions.
``(d) If an employer has a clearly communicated policy that prohibits the
improper pay deductions specified in Sec. 541.602(a) and includes a complaint
mechanism, reimburses employees for any improper deductions and makes a good
faith commitment to comply in the future, such employer will not lose the
exemption for any employees unless the employer willfully violates the policy by
continuing to make improper deductions after receiving employee complaints. If
an employer fails to reimburse employees for any improper deductions or
continues to make improper deductions after receiving employee complaints, the
exemption is lost during the time period in which the improper deductions were
made for employees in the same job classification working for the same managers
responsible for the actual improper deductions. The best evidence of a clearly
communicated policy is a written policy that was distributed to employees prior
to the improper pay deductions by, for example, providing a copy of the policy
to employees at the time of hire, publishing the policy in an employee handbook
or publishing the policy on the employer's Intranet.
``(e) This section shall not be construed in an unduly technical manner so
as to defeat the exemption.
``Sec. 541.604 Minimum guarantee plus extras
``(a) An employer may provide an exempt employee with additional
compensation without losing the exemption or violating the salary basis
requirement, if the employment arrangement also includes a guarantee of at least
the minimum weekly-required amount paid on a salary basis. Thus, for example, an
exempt employee guaranteed at least $684 each week paid on a salary basis may
also receive additional compensation of a one percent commission on sales. An
exempt employee also may receive a percentage of the sales or profits of the
employer if the employment arrangement also includes a guarantee of at least
$684 each week paid on a salary basis. Similarly, the exemption is not lost if
an exempt employee who is guaranteed at least $684 each week paid on a salary
basis also receives additional compensation based on hours worked for work
beyond the normal workweek. Such additional compensation may be paid on any
basis (e.g., flat sum, bonus payment, straight-time hourly amount, time and one-
half or any other basis), and may include paid time off.
``(b) An exempt employee's earnings may be computed on an hourly, a daily or
a shift basis, without losing the exemption or violating the salary basis
requirement, if the employment arrangement also includes a guarantee of at least
the minimum weekly required amount paid on a salary basis regardless of the
number of hours, days or shifts worked, and a reasonable relationship exists
between the guaranteed amount and the amount actually earned. The reasonable
relationship test will be met if the weekly guarantee is roughly equivalent to
the employee's usual earnings at the assigned hourly, daily or shift rate for
the employee's normal scheduled workweek. Thus, for example, an exempt employee
guaranteed compensation of at least $725 for any week in which the employee
performs any work, and who normally works four or five shifts each week, may be
paid $210 per shift without violating the $684-per-week salary basis
requirement. The reasonable relationship requirement applies only if the
employee's pay is computed on an hourly, daily or shift basis. It does not
apply, for example, to an exempt store manager paid a guaranteed salary per week
that exceeds the current salary level who also receives a commission of one-half
percent of all sales in the store or five percent of the store's profits, which
in some weeks may total as much as, or even more than, the guaranteed salary.
``Sec. 541.605 Fee basis
``(a) Administrative and professional employees may be paid on a fee basis,
rather than on a salary basis. An employee will be considered to be paid on a
`fee basis' within the meaning of these regulations if the employee is paid an
agreed sum for a single job regardless of the time required for its completion.
These payments resemble piecework payments with the important distinction that
generally a `fee' is paid for the kind of job that is unique rather than for a
series of jobs repeated an indefinite number of times and for which payment on
an identical basis is made over and over again. Payments based on the number of
hours or days worked and not on the accomplishment of a given single task are
not considered payments on a fee basis.
``(b) To determine whether the fee payment meets the minimum amount of
salary required for exemption under these regulations, the amount paid to the
employee will be tested by determining the time worked on the job and whether
the fee payment is at a rate that would amount to at least the minimum salary
per week, as required by Sec. 541.600(a) and 541.602(a), if the employee worked
40 hours. Thus, an artist paid $350 for a picture that took 20 hours to complete
meets the $684 minimum salary requirement for exemption since earnings at this
rate would yield the artist $700 if 40 hours were worked.
``Sec. 541.606 Board, lodging or other facilities
``(a) To qualify for exemption under section 13(a)(1) of the Act, an
employee must earn the minimum salary amount set forth in Sec. 541.600,
`exclusive of board, lodging or other facilities.' The phrase `exclusive of
board, lodging or other facilities' means `free and clear' or independent of any
claimed credit for non-cash items of value that an employer may provide to an
employee. Thus, the costs incurred by an employer to provide an employee with
board, lodging or other facilities may not count towards the minimum salary
amount required for exemption under this part 541. Such separate transactions
are not prohibited between employers and their exempt employees, but the costs
to employers associated with such transactions may not be considered when
determining if an employee has received the full required minimum salary
payment.
``(b) Regulations defining what constitutes `board, lodging, or other
facilities' are contained in 29 CFR part 531. As described in 29 CFR 531.32, the
term `other facilities' refers to items similar to board and lodging, such as
meals furnished at company restaurants or cafeterias or by hospitals, hotels, or
restaurants to their employees; meals, dormitory rooms, and tuition furnished by
a college to its student employees; merchandise furnished at company stores or
commissaries, including articles of food, clothing, and household effects;
housing furnished for dwelling purposes; and transportation furnished to
employees for ordinary commuting between their homes and work.
[``Sec. 541.607 Reserved by 85 FR 34970 Effective: June 8, 2020 <<541.607 -
Reserved.>>
``Subpart H--Definitions and Miscellaneous Provisions (Sec. Sec. 541.700-
541.710)
``Sec. 541.700 Primary duty
``(a) To qualify for exemption under this part, an employee's `primary duty'
must be the performance of exempt work. The term `primary duty' means the
principal, main, major or most important duty that the employee performs.
Determination of an employee's primary duty must be based on all the facts in a
particular case, with the major emphasis on the character of the employee's job
as a whole. Factors to consider when determining the primary duty of an employee
include, but are not limited to, the relative importance of the exempt duties as
compared with other types of duties; the amount of time spent performing exempt
work; the employee's relative freedom from direct supervision; and the
relationship between the employee's salary and the wages paid to other employees
for the kind of nonexempt work performed by the employee.
``(b) The amount of time spent performing exempt work can be a useful guide
in determining whether exempt work is the primary duty of an employee. Thus,
employees who spend more than 50 percent of their time performing exempt work
will generally satisfy the primary duty requirement. Time alone, however, is not
the sole test, and nothing in this section requires that exempt employees spend
more than 50 percent of their time performing exempt work. Employees who do not
spend more than 50 percent of their time performing exempt duties may
nonetheless meet the primary duty requirement if the other factors support such
a conclusion.
``(c) Thus, for example, assistant managers in a retail establishment who
perform exempt executive work such as supervising and directing the work of
other employees, ordering merchandise, managing the budget and authorizing
payment of bills may have management as their primary duty even if the assistant
managers spend more than 50 percent of the time performing nonexempt work such
as running the cash register. However, if such assistant managers are closely
supervised and earn little more than the nonexempt employees, the assistant
managers generally would not satisfy the primary duty requirement.
``Sec. 541.701 Customarily and regularly
``The phrase `customarily and regularly' means a frequency that must be
greater than occasional but which, of course, may be less than constant. Tasks
or work performed `customarily and regularly' includes work normally and
recurrently performed every workweek; it does not include isolated or one-time
tasks.
``Sec. 541.702 Exempt and nonexempt work
``The term `exempt work' means all work described in Sec. 541.100, 541.101,
541.200, 541.300, 541.301, 541.302, 541.303, 541.304, <<and>> 541.400 [and
541.500], and the activities directly and closely related to such work. All
other work is considered `nonexempt.'
``Sec. 541.703 Directly and closely related
``(a) Work that is `directly and closely related' to the performance of
exempt work is also considered exempt work. The phrase `directly and closely
related' means tasks that are related to exempt duties and that contribute to or
facilitate performance of exempt work. Thus, `directly and closely related' work
may include physical tasks and menial tasks that arise out of exempt duties, and
the routine work without which the exempt employee's exempt work cannot be
performed properly. Work `directly and closely related' to the performance of
exempt duties may also include recordkeeping; monitoring and adjusting
machinery; taking notes; using the computer to create documents or
presentations; opening the mail for the purpose of reading it and making
decisions; and using a photocopier or fax machine. Work is not `directly and
closely related' if the work is remotely related or completely unrelated to
exempt duties.
``(b) The following examples further illustrate the type of work that is and
is not normally considered as directly and closely related to exempt work:
``(1) Keeping time, production or sales records for subordinates is
work directly and closely related to an exempt executive's function of
managing a department and supervising employees.
``(2) The distribution of materials, merchandise or supplies to
maintain control of the flow of and expenditures for such items is
directly and closely related to the performance of exempt duties.
``(3) A supervisor who spot checks and examines the work of
subordinates to determine whether they are performing their duties
properly, and whether the product is satisfactory, is performing work
which is directly and closely related to managerial and supervisory
functions, so long as the checking is distinguishable from the work
ordinarily performed by a nonexempt inspector.
``(4) A supervisor who sets up a machine may be engaged in exempt
work, depending upon the nature of the industry and the operation. In
some cases the setup work, or adjustment of the machine for a particular
job, is typically performed by the same employees who operate the
machine. Such setup work is part of the production operation and is not
exempt. In other cases, the setting up of the work is a highly skilled
operation which the ordinary production worker or machine tender
typically does not perform. In large plants, non-supervisors may perform
such work. However, particularly in small plants, such work may be a
regular duty of the executive and is directly and closely related to the
executive's responsibility for the work performance of subordinates and
for the adequacy of the final product. Under such circumstances, it is
exempt work.
``(5) A department manager in a retail or service establishment who
walks about the sales floor observing the work of sales personnel under
the employee's supervision to determine the effectiveness of their sales
techniques, checks on the quality of customer service being given, or
observes customer preferences is performing work which is directly and
closely related to managerial and supervisory functions.
``(6) A business consultant may take extensive notes recording the
flow of work and materials through the office or plant of the client;
after returning to the office of the employer, the consultant may
personally use the computer to type a report and create a proposed table
of organization. Standing alone, or separated from the primary duty,
such note-taking and typing would be routine in nature. However, because
this work is necessary for analyzing the data and making
recommendations, the work is directly and closely related to exempt
work. While it is possible to assign note-taking and typing to nonexempt
employees, and in fact it is frequently the practice to do so,
delegating such routine tasks is not required as a condition of
exemption.
``(7) A [credit] manager who makes and administers the
[credit]<<budget>> policy of the [employer]<<employing office>>,
establishes [credit]<<spending>> limits for [customers]<<the employing
office>>, <<and>> authorizes [the shipment of orders on credit, and
makes decisions on whether to exceed credit limits]<<expenditures>>
would be performing work exempt under Sec. 541.200. Work that is
directly and closely related to these exempt duties may include checking
the status of accounts to determine whether the credit limit would be
exceeded by the shipment of a new order, removing credit reports from
the files for analysis, and writing letters giving credit data and
experience to other employers or credit agencies.
``(8) A traffic manager in charge of planning a company's
transportation, including the most economical and quickest routes for
shipping merchandise to and from the plant, contracting for common-
carrier and other transportation facilities, negotiating with carriers
for adjustments for damages to merchandise, and making the necessary
rearrangements resulting from delays, damages or irregularities in
transit, is performing exempt work. If the employee also spends part of
the day taking telephone orders for local deliveries, such order-taking
is a routine function and is not directly and closely related to the
exempt work.
``(9) An example of work directly and closely related to exempt
professional duties is a chemist performing menial tasks such as
cleaning a test tube in the middle of an original experiment, even
though such menial tasks can be assigned to laboratory assistants.
``(10) A teacher performs work directly and closely related to
exempt duties when, while taking students on a field trip, the teacher
drives a school van or monitors the students' behavior in a restaurant.
``Sec. 541.704 Use of manuals
``The use of manuals, guidelines or other established procedures containing
or relating to highly technical, scientific, legal, financial or other similarly
complex matters that can be understood or interpreted only by those with
advanced or specialized knowledge or skills does not preclude exemption under
section 13(a)(1) of the Act or the regulations in this part. Such manuals and
procedures provide guidance in addressing difficult or novel circumstances and
thus use of such reference material would not affect an employee's exempt
status. The section 13(a)(1) exemptions are not available, however, for
employees who simply apply well-established techniques or procedures described
in manuals or other sources within closely prescribed limits to determine the
correct response to an inquiry or set of circumstances.
``Sec. 541.705 Trainees
``The executive, administrative, professional, [outside sales] and computer
employee exemptions do not apply to employees training for employment in an
executive, administrative, professional, [outside sales] or computer employee
capacity who are not actually performing the duties of an executive,
administrative, professional, [outside sales] or computer employee.
``Sec. 541.706 Emergencies
``(a) An exempt employee will not lose the exemption by performing work of a
normally nonexempt nature because of the existence of an emergency. Thus, when
emergencies arise that threaten the safety of employees, a cessation of
operations or serious damage to the employer's property, any work performed in
an effort to prevent such results is considered exempt work.
``(b) An `emergency' does not include occurrences that are not beyond
control or for which the employer can reasonably provide in the normal course of
business. Emergencies generally occur only rarely, and are events that the
employer cannot reasonably anticipate.
``(c) The following examples illustrate the distinction between emergency
work considered exempt work and routine work that is not exempt work:
``(1) [A mine superintendent who pitches in after an explosion and
digs out workers who are trapped in the mine is still a bona fide
executive.]<<Reserved.>>
``(2) Assisting nonexempt employees with their work during periods
of heavy workload or to handle rush orders is not exempt work.
``(3) Replacing a nonexempt employee during the first day or partial
day of an illness may be considered exempt emergency work depending on
factors such as the size of the [establishment]<<location>> and of the
executive's department, the nature of the [industry]<<work performed by
the employing office>>, the consequences that would flow from the
failure to replace the ailing employee immediately, and the feasibility
of filling the employee's place promptly.
``(4) Regular repair and cleaning of equipment is not emergency
work, even when necessary to prevent fire or explosion; however,
repairing equipment may be emergency work if the breakdown of or damage
to the equipment was caused by accident or carelessness that the
employer could not reasonably anticipate.
``Sec. 541.707 Occasional tasks
``Occasional, infrequently recurring tasks that cannot practicably be
performed by nonexempt employees, but are the means for an exempt employee to
properly carry out exempt functions and responsibilities, are considered exempt
work. The following factors should be considered in determining whether such
work is exempt work: Whether the same work is performed by any of the exempt
employee's subordinates; practicability of delegating the work to a nonexempt
employee; whether the exempt employee performs the task frequently or
occasionally; and existence of an industry practice for the exempt employee to
perform the task.
``Sec. 541.708 Combination exemptions
``Employees who perform a combination of exempt duties as set forth in the
regulations in this part for executive, administrative, professional, [outside
sales] and computer employees may qualify for exemption. Thus, for example, an
employee whose primary duty involves a combination of exempt administrative and
exempt executive work may qualify for exemption. In other words, work that is
exempt under one section of this part will not defeat the exemption under any
other section.
[``Sec. 541.709 Motion picture producing industry
[``The requirement that the employee be paid `on a salary basis' does not
apply to an employee in the motion picture producing industry who is compensated
at a base rate of at least $1,043 per week (exclusive of board, lodging, or
other facilities). Thus, an employee in this industry who is otherwise exempt
under subparts B, C, or D of this part, and who is employed at a base rate of at
least the applicable current minimum amount a week is exempt if paid a
proportionate amount (based on a week of not more than 6 days) for any week in
which the employee does not work a full workweek for any reason. Moreover, an
otherwise exempt employee in this industry qualifies for exemption if the
employee is employed at a daily rate under the following circumstances:]
[``(a) The employee is in a job category for which a weekly base rate is not
provided and the daily base rate would yield at least the minimum weekly amount
if 6 days were worked; or]
[``(b) The employee is in a job category having the minimum weekly base rate
and the daily base rate is at least one-sixth of such weekly base rate.]
``Sec. 541.709 <<Reserved.>>
``Sec. 541.710 [Employees of public agencies]<<Effect of certain deductions on
exempt employee pay>>
``(a) An employee [of a public agency] who otherwise meets the salary basis
requirements of Sec. 541.602 shall not be disqualified from exemption under
Sec. 541.100, 541.200, 541.300 or 541.400 on the basis that such employee is
paid according to a pay system established by statute, ordinance or regulation,
or by a policy or practice established pursuant to principles of public
accountability, under which the employee accrues personal leave and sick leave
and which requires the [public agency] employee's pay to be reduced or such
employee to be placed on leave without pay for absences for personal reasons or
because of illness or injury of less than one work-day when accrued leave is not
used by an employee because:
``(1) Permission for its use has not been sought or has been sought
and denied;
``(2) Accrued leave has been exhausted; or
``(3) The employee chooses to use leave without pay.
``(b) Deductions from the pay of an employee [of a public agency] for
absences due to a budget-required furlough shall not disqualify the employee
from being paid on a salary basis except in the workweek in which the furlough
occurs and for which the employee's pay is accordingly reduced.''.
Attest:
Clerk.