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Illinois Leave of Absence (FMLA): What you need to know

Some states have comprehensive laws that require employers to grant employees time off for the birth or adoption of a child or to care for a family member with a serious illness, but Illinois does not have such a law for private employers. However, most Illinois employers with 50 or more employees will be covered by the federal Family and Medical Leave Act (FMLA).
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Illinois provides family and medical leave protections to its public employees through the Family Responsibility Leave Act (IL Comp. Stat. Ch. 20 Sec. 415/8c). Regulations for this law are found at IL Admin. Code Ch. 80 Sec. 303.148
Eligible employees. Only permanent full-time employees are eligible for this program. Temporary, emergency, provisional, and trainee employees may not be granted leave.
Events for which leave may be taken. Leave may be granted for employees to provide nursing and/or custodial care for a newborn or adopted infant. Leave may be granted to care for a temporarily disabled, incapacitated, or bedridden family or household member. Leave may be granted to furnish special guidance, care, or supervision to a family or household member in extraordinary need thereof. Leave may be granted to settle the estate of a deceased family member or to act as conservator, if appointed. Leave may also be granted for an employee to respond to the temporary dislocation of his or her family because of natural disaster, crime, war, insurrection, or other disruptive event.
Covered relations. "Family" includes two or more individuals living under one roof and includes the employee's spouse. The definition also includes natural relations of the employee not living in the same household, such as parent, sibling, or ...

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