110 STAT. 4296 CONCURRENT RESOLUTIONS—APR. 16, 1996 825.107—825.109 [Reserved]. 825.110 Which employees are "eligible" to take FMLA leave under these regulations? 825.111 [Reserved]. 825.112 Under what kinds of circumstances are employing offices required to grant family or medical leave? 825.113 What do "spouse", "parent", and "son or daughter" mean for purposes of an employee qualiQdng to take FMLA leave? 825.114 What is a "serious health condition" entitling an employee to FMLA leave? 825.115 What does it mean that "the employee is unable to perform the functions of the position of the employee'7 825.116 What does it mean that an employee is "needed to care for" a family member? 825.117 For an employee seeking intermittent FMLA leave or leave on a reduced leave schedule, what is meant by "the medical necessity for" such leave? 825.118 What is a "health care provider"? SUBPART B—^WHAT LEAVE IS AN EMPLOYEE ENTITLED TO TAKE UNDER THE FAMILY AND MEDICAL LEAVE ACT, AS MADE APPLICABLE BY THE CONGRESSIONAL AC- COUNTABILITY ACT? 825.200 How much leave may an employee take? 825.201 If leave is taken for the birth of a child, or for placement of a child for adoption or foster care, when must the leave be concluded? 825.202 How much leave may a husband and wife take if they are employed by the same employing office? 825.203 Does FMLA leave have to be taken all at once, or can it be taken in parts? 825.204 May an employing office transfer an employee to an "alternative position" in order to accommodate intermittent leave or a reduced leave schedule? 825.205 How does one determine the amount of leave used where an employee takes leave intermittently or on a reduced leave schedule? 825.206 May an employing office deduct hourly amounts from am employee's salary, when providing unpaid leave under FMLA, as made applicable by the CAA, without affecting the employee's qualification for exemption as an executive, administrative, or professional employee, or when utilizing the fluctuating workweek method for payment of overtime, under the Fair Labor Standards Act? 825.207 Is FMLA leave paid or unpaid? 825.208 Under what circumstances may an employing office designate leave, paid or unpaid, as FMLA leave and, as a result, enable leave to be counted against the employee's total FMLA leave entitlement? 825.209 Is an employee entitled to benefits while using FMLA leave? 825.210 How may employees on FMLA leave pay their share of group health benefit premiums? 825.211 What special health benefits maintenance rules apply to multi-employer health plans? 825.212 What are the consequences of an employee's failure to make timely health plan premium payments? 825.213 May an employing office recover costs it incurred for maintaining "group health plan" or other non-health benefits coverage during FMLA leave? 825.214 What are an employee's rights on returning to work from FMLA leave? 825.215 What is an equivalent position? 825.216 Are there any limitations on an employing office's obligation to reinstate an employee? 825.217 What is a "key employee"? 825.218 What does "substantial and grievous economic injury" mean? 825.219 What are the rights of a key employee? 825.220 How are employees protected who request leave or otherwise assert FMLA rights? SUBPART C—HOW DO EMPLOYEES LEARN OF THEIR RIGHTS AND OBLIGATIONS UNDER THE FMLA, AS MADE APPLICABLE BY THE CAA, AND WHAT CAN AN EMPLOYING OFFICE REQUIRE OF AN EMPLOYEE? 825.300 [Reserved]. 825.301 What notices to employees are required of employing offices under the FMLA as made applicable by the CAA? 825.302 What notice does an employee have to give an employing office when the need for FMLA leave is foreseeable? 825.303 What are the requirements for an employee to furnish notice to an employing office where the need for FMLA leave is not foreseeable? 825.304 What recourse do employing offices have if employees fail to provide the required notice?
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