Nope, but that kind of thing.
The FMLA mandates unpaid, job-protected leave for up to 12 weeks a year:
to care for a new child, whether for the birth of a son or daughter, or for the adoption or placement of a child in foster care;
to care for a seriously ill family member (spouse, son, daughter, or parent);
to recover from a worker’s own serious illness;
to care for an injured service member in the family; or
to address qualifying exigencies arising out of a family member’s deployment.
The FMLA further requires employers to provide for eligible workers:
The same group health insurance benefits, including employer contributions to premiums, that would exist if the employee were not on leave.
Restoration to the same position upon return to work. If the same position is unavailable, the employer must provide the worker with a position that is substantially equal in pay, benefits, and responsibility.
Protection of employee benefits while on leave. An employee is entitled to reinstatement of all benefits to which the employee was entitled before going on leave.
Protection of the employee to not have their rights under the Act interfered with or denied by an employer.
Protection of the employee from retaliation by an employer for exercising rights under the Act.
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You can not blame God for the things that men do.