your employer continues to make reasonable efforts to contact you for one year beginning either on the date the leave related to COVID-19 reasons concludes or the date 12 weeks after your leave began, whichever is earlier. For additional information on requirements relating to an adult son or daughter, see Fact Sheet #28K and/or call our toll free information and help line available 8 am–5 pm in your time zone, US-WAGE ( ). The Department encourages employers and employees to collaborate to achieve flexibility and meet mutual needs, and the Department is supportive of such voluntary arrangements that combine telework and intermittent leave. A statement that no other suitable person is available to care for your child.

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A statement from the employee that no other suitable person is available to care for the child. If you are paid with commissions, tips, or piece rates, these amounts will be incorporated into the above calculation to the same extent they are included in the calculation of the regular rate under the FLSA. If I am a private sector employer and have 500 or more employees, do the Acts apply to me?

Again, you should exclude off-season periods during which the employee did not work. First, you should calculate how many hours of leave your seasonal employee is entitled to take each day. Because your employee works an irregular schedule, this is equal to the average number of hours each day that he or she was scheduled to work over the period of employment, up to the last six months. Please note that you should exclude from this calculation off-season periods during which the employee did not work.

A “place of care” is a physical location in which care is provided for your child. The physical location does not have to be solely dedicated to such care. Examples include day care facilities, preschools, before and after school care programs, schools, homes, summer camps, summer enrichment programs, and respite care programs. The Department encourages employers and employees to collaborate to reach the best solution for maintaining the business and ensuring employee safety.

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an authorized officer of the business has determined that at least one of the three conditions described in Question 58 is satisfied. A person is not a health care provider merely because his or her employer provides health care services or because he or she provides a service that affects the provision of health care services. This first group is anyone who is a licensed doctor of medicine, nurse practitioner, or other health care provider permitted to issue a certification for purposes of the software download freeware FMLA.