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29 U.S.C. § 2620 — Notice
Federal law — U.S. Code and appendices · legal_authorities
**(a) In general** Each employer shall post and keep posted, in conspicuous places on the premises of the employer where notices to employees and applicants for employment are customarily posted, a notice, to be prepared or approved by the Secretary, setting forth excerpts from, or summaries of, the pertinent provisions of this subchapter and information pertaining to the filing of a charge.
**(b) Penalty** Any employer that willfully violates this section may be assessed a civil money penalty not to exceed $100 for each separate offense.
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Source file: Laws/federal/codes/united-states-code/title-29/section-2620-notice--a1073660cb.md
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Source location: Title 29, Chapter 28, § 2620; chapter-028-family-and-medical-leave.md
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**(a) In general** Each employer shall post and keep posted, in conspicuous places on the premises of the employer where notices to employees and applicants for employment are customarily posted, a notice, to be prepared or approved by the Secretary, setting forth excerpts from, or summaries of, the pertinent provisions of this subchapter and information pertaining to the filing of a charge.
**(b) Penalty** Any employer that willfully violates this section may be assessed a civil money penalty not to exceed $100 for each separate offense.
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Federal law — U.S. Code and appendices · legal_authorities
The Secretary of Labor shall prescribe such regulations as are necessary to carry out subchapter I and this subchapter not later than 120 days after February 5, 1993.
Source: Supplied U.S. Code snapshot — release unconfirmed · 29 U.S.C. § 2601
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Federal law — U.S. Code and appendices · legal_authorities
**(a) Findings** Congress finds that—
(1) the number of single-parent households and two-parent households in which the single parent or both parents work is increasing significantly;
(2) it is important for the development of children and the family unit that fathers and mothers be able to participate in early childrearing and the care of family members who have serious health conditions;
(3) the lack of employment policies to accommodate working parents can force individuals to choose between job security and parenting;
(4) there is inadequate job security for employees who have serious health conditions that prevent them from working for temporary periods;
(5) due to the nature of the roles of men and women in our society, the primary responsibility for family caretaking often falls on women, and such responsibility affects the working lives of women more than it affects the working lives of men; and
(6) employment standards that apply to one gender only have serious potential for encouraging employers to discriminate against employees and applicants for employment who are of that gender.
**(b) Purposes** It is the purpose of this Act—
(1) to balance the demands of the workplace with the needs of families, to promote the stability and economic security of families, and to promote national interests in preserving family integrity;
(2) to entitle employees to take reasonable leave for medical reasons, for the birth or adoption of a child, and for the care of a child, spouse, or parent who has a serious health condition;
(3) to accomplish the purposes described in paragraphs (1) and (2) in a manner that accommodates the legitimate interests of employers;
(4) to accomplish the purposes described in paragraphs (1) and (2) in a manner that, consistent with the E
Source: Supplied U.S. Code snapshot — release unconfirmed · 29 U.S.C. § 2611
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Federal law — U.S. Code and appendices · legal_authorities
**(a) In general**
(1) **Entitlement to leave** — Subject to [section 2613 of this title](https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section2613&num=0&edition=prelim) and subsection (d)(3), an eligible employee shall be entitled to a total of 12 workweeks of leave during any 12-month period for one or more of the following:
(A) Because of the birth of a son or daughter of the employee and in order to care for such son or daughter.
(B) Because of the placement of a son or daughter with the employee for adoption or foster care.
(C) In order to care for the spouse, or a son, daughter, or parent, of the employee, if such spouse, son, daughter, or parent has a serious health condition.
(D) Because of a serious health condition that makes the employee unable to perform the functions of the position of such employee.
(E) Because of any qualifying exigency (as the Secretary shall, by regulation, determine) arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on covered active duty (or has been notified of an impending call or order to covered active duty) in the Armed Forces.
(F) During the period beginning on the date the Emergency Family and Medical Leave Expansion Act takes effect, and ending on December 31, 2020, because of a qualifying need related to a public health emergency in accordance with [section 2620 of this title](https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section2620&num=0&edition=prelim).
(2) **Expiration of entitlement** — The entitlement to leave under subparagraphs (A) and (B) of paragraph (1) for a birth or placement of a son or daughter shall expire at the end of the 12-month period beginning on the date of such birth or placement.
(3) **Servicemem
Source: Supplied U.S. Code snapshot — release unconfirmed · 29 U.S.C. § 2613
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Federal law — U.S. Code and appendices · legal_authorities
Page 789
TITLE 29—LABOR
§ 2620
1 So in original. Two cls. (ii) have been enacted.
(e) Restoration to equivalent employment posi-
tion
For purposes of determinations under section
2614(a)(1)(B) of this title (relating to the restora-
tion of an eligible employee to an equivalent po-
sition), in the case of a local educational agency
or a private elementary or secondary school,
such determination shall be made on the basis of
established school board policies and practices,
private school policies and practices, and collec-
tive bargaining agreements.
(f) Reduction of amount of liability
If a local educational agency or a private ele-
mentary or secondary school that has violated
this subchapter proves to the satisfaction of the
court that the agency, school, or department
had reasonable grounds for believing that the
underlying act or omission was not a violation
of this subchapter, such court may, in the dis-
cretion of the court, reduce the amount of the
liability provided for under section 2617(a)(1)(A)
of this title to the amount and interest deter-
mined under clauses (i) and (ii), respectively, of
such section.
(Pub. L. 103–3, title I, § 108, Feb. 5, 1993, 107 Stat.
17; Pub. L. 103–382, title III, § 394(e), Oct. 20, 1994,
108 Stat. 4027; Pub. L. 107–110, title X, § 1076(v),
Jan. 8, 2002, 115 Stat. 2093; Pub. L. 110–181, div. A,
title V, § 585(a)(3)(H), Jan. 28, 2008, 122 Stat. 131;
Pub. L. 114–95, title IX, § 9215(hh), Dec. 10, 2015,
129 Stat. 2175.)
Editorial Notes
REFERENCES IN TEXT
The Individuals with Disabilities Education Act, re-
ferred to in subsec. (b), is title VI of Pub. L. 91–230, Apr.
13, 1970, 84 Stat. 175, which is classified generally to
chapter 33 (§ 1400 et seq.) of Title 20, Education. For
complete classification of t
Source: Supplied 2024 U.S. Code historical extraction · 29 U.S.C. § 2620
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