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Tables - State Law

Federal vs. Rhode Island Family and Medical Leave Laws



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Federal vs. Wisconsin Family and Medical Leave Laws



Federal vs. Rhode Island Family and Medical Leave Laws



  FEDERAL ELEMENTS STATE ELEMENTS
Employer Covered Private Employers of 50 or more Employees in at least 20 weeks of the current or preceding year Public agencies, including state, local, and Federal Employers Local education agencies covered under special provisions Private Employers of 50 or more Employees Any State agency. Any city, town, or municipal agency that employs 30 or more Employees No special provision for education agencies
Employees Eligible Worked for Employer for at least 12 months - which need not be consecutive; worked at least 1,250 hours for Employer during 12 months preceding leave; and employed at Employer worksite with 50 or more Employees or within 75 miles of Employer worksites with a total of 50 or more Employees Any full-time Employees working on average 30 or more hours per week for 12 consecutive months (1560 hours) No worksite proviso
Leave Amount Up to a total of 12 weeks during a 12-month period; however, leave for birth, adoption, foster care, or to care for a parent with a serious health condition must be shared by spouses working for same Employer 13 consecutive weeks in any 2 calendar years
Type of Leave Unpaid leave for birth, placement of child for adoption or foster care, to provide care for Employee's own parent (including individuals who exercise parental responsibility under state law), child, or spouse with serious health condition, or Employee's own serious health condition Similar to federal provision, but includes care for parents-in-law
Serious Health Condition Illness, injury, impairment, or physical or mental condition involving incapacity or treatment connected with inpatient care in hospital, hospice, or residential medical-care facility; or, continuing treatment by a health care provider involving a period of incapacity: (1) requiring absence of more than 3 consecutive calendar days from work, school, or other activities; (2) due to a chronic or long-term condition for which treatment may be ineffective; (3) absences to receive multiple treatments (including recovery periods) for a condition that if left untreated likely would result in incapacity of more than 3 days; or (4) due to any incapacity related to pregnancy or for prenatal care Similar to Federal provision, but no specific provision regarding prenatal care
Health Care Provider Doctors of medicine or osteopathy authorized to practice medicine or surgery; podiatrists, dentists, clinical psychologists, clinical social workers, optometrists, chiropractors (limited to manual manipulation of spine to correct subluxation shown to exist by x-ray), nurse practitioners, and nurse-midwives, if authorized to practice under State law and consistent with the scope of their authorization; Christian Science practitioners listed with the First Church of Christ, Scientist in Boston, MA; any provider so recognized by the Employer or its group health plan's benefits manager; and any health provider listed above who practices and is authorized to practice in a country other than the United States No specific definition
Intermittent Leave Permitted for serious health condition when medically necessary. Not permitted for care of newborn or new placement by adoption or foster care unless Employer agrees No specific provision
Substitution of Paid Leave Employees may elect or Employers may require accrued paid leave to be substituted in some cases. No limits on substituting paid vacation or personal leave. An Employee may not substitute paid sick, medical, of family leave for any situation not covered by any Employers' leave plan Paid leave may be substituted

Reinstatement Rights Must be restored to same position or one equivalent to it in all benefits and other terms and conditions of employment Similar to Federal provision
Key Employee Exception Limited exception for salaried Employees if among highest paid 10%, within 75 miles of worksites, restoration would lead to grievous economic harm to Employer, and other conditions met Similar to Federal provision
Maintenance of Health Benefits During Leave Health insurance must be continued under same conditions as prior to leave Health benefits must be maintained for duration of leave; Employee to pay total cost of premium prior to commencement of leave with payment to be returned by Employer within 10 days of return to work
Leave Requests If due to a planned medical treatment or for intermittent leave, the Employee, subject to health care provider's approval, shall make a reasonable effort to schedule it in a way that does not unduly disrupt Employer's operation Employee shall give at least 30 days notice unless prevented by medical emergency No provision relating to scheduling
Medical Certification May Be Required by Employer for: To be made by Employee at least 30 days prior to date leave is to begin where need is known in advance or, where not foreseeable, as soon as practicable. To demonstrate Employee's fitness to return to work from medical leave where Employer has a uniformly applied practice or policy to require such certification For leave where Employee is under physician's care
  No provision relating to certification for return of Employee to work
Executive, Administrative, and Professional Employees Request for leave because of serious health condition Such individuals are entitled to FMLA benefits. However, their use of FMLA leave does not change their status under the Fair Labor Standards Act (FLSA), i.e., an Employer, does not lose its exemption from the FLSA's minimum wage and overtime requirements.   No specific provision