Source: https://www.law.cornell.edu/cfr/text/29/825.110
Timestamp: 2019-05-22 18:54:58
Document Index: 335334225

Matched Legal Cases: ['§ 825', '§ 825', '§ 825', '§ 825', '§ 825', 'art 785', '§ 825', 'art 541', '§ 825', '§ 825', '§ 825']

29 CFR § 825.110 - Eligible employee. | CFR | US Law | LII / Legal Information Institute
Section 825.110. Eligible employee.
29 CFR § 825.110 - Eligible employee.
(2) Has been employed for at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave (see§ 825.801 for special hours of service requirements for airline flight crew employees), and
(3) Is employed at a worksite where 50 or more employees are employed by the employer within 75 miles of that worksite. See§ 825.105(b) regarding employees who work outside the U.S.
(1) Except as provided in paragraph (c)(2) of this section and in § 825.801 containing the special hours of service requirement for airline flight crew employees, whether an employee has worked the minimum 1,250 hours of service is determined according to the principles established under the Fair Labor Standards Act (FLSA) for determining compensable hours of work. See29 CFR part 785. The determining factor is the number of hours an employee has worked for the employer within the meaning of the FLSA. The determination is not limited by methods of recordkeeping, or by compensation agreements that do not accurately reflect all of the hours an employee has worked for or been in service to the employer. Any accurate accounting of actual hours worked under FLSA's principles may be used.
(2) An employee returning from USERRA-covered service shall be credited with the hours of service that would have been performed but for the period of absence from work due to or necessitated by USERRA-covered service in determining the employee's eligibility for FMLA-qualifying leave. Accordingly, a person reemployed following USERRA-covered service has the hours that would have been worked for the employer added to any hours actually worked during the previous 12-month period to meet the hours of service requirement. In order to determine the hours that would have been worked during the period of absence from work due to or necessitated by USERRA-covered service, the employee's pre-service work schedule can generally be used for calculations. See§ 825.801(c) for special rules applicable to airline flight crew employees.
(3) In the event an employer does not maintain an accurate record of hours worked by an employee, including for employees who are exempt from FLSA's requirement that a record be kept of their hours worked (e.g., bona fide executive, administrative, and professional employees as defined in FLSA Regulations, 29 CFR part 541), the employer has the burden of showing that the employee has not worked the requisite hours. An employer must be able to clearly demonstrate, for example, that full-time teachers (see§ 825.102 for definition) of an elementary or secondary school system, or institution of higher education, or other educational establishment or institution (who often work outside the classroom or at their homes) did not work 1,250 hours during the previous 12 months in order to claim that the teachers are not eligible for FMLA leave. See§ 825.801(d) for special rules applicable to airline flight crew employees.
(d) The determination of whether an employee meets the hours of service requirement and has been employed by the employer for a total of at least 12 months must be made as of the date the FMLA leave is to start. An employee may be on non-FMLA leave at the time he or she meets the 12-month eligibility requirement, and in that event, any portion of the leave taken for an FMLA-qualifying reason after the employee meets the eligibility requirement would be FMLA leave. See§ 825.300(b) for rules governing the content of the eligibility notice given to employees.