Vermont Free Printable Family Leave Law Posters Parental Leave, Family Leave, and Short-Term Family Leave in the State of Vermont Poster

The Parental Leave, Family Leave, and Short-Term Family Leave in the State of Vermont is a family leave law poster by the Vermont Department Of Labor. This poster is mandatory for some employers, including employers who employ 10 or more people (for parental leave) or 15 or more people (for family leave).

This poster must be posted in a conspicuous place by all employers who regularly employ ten or more people so that all employees can see it. This poster describes who is covered by Vermont's Parental Leave Law as well as the Family Leave law, as well as how often leave can be taken, for how long an employee can leave, if leave is paid or not, and exceptions to this law.


VT All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Vermont and Federal poster requirements by clicking here .

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Vermont’s Parental Leave Law covers employers with 10 or more workers who work an average of 30 \
hours per 
week over the course of a year.
 Vermont’s Family Leave Law, which includes Short-Term Family Leave, covers employers with 15 or more workers 
who work an average of 30 hours per week over the course of a year.
 A worker who has worked for a covered employer for an average of 30 hours\
 a week for a year is entitled to leave 
under these laws. During any 12 month period, the worker is entitled to \
up to 12 weeks of unpaid leave:  •Parental Leave :  during the pregnancy and/or after childbirth; or, within a year following the initial placement of a
child 16 years of age or younger with the worker for the purpose of adop\
tion;
•Family Leave:  for the serious illness of the worker, worker’s child, stepchild, ward, foster child, party to a
civil union, parent, spouse, or parent of the worker ’s spouse;
and, in addition to the leave provided in 21 V.S.A. Sec. 472, a worker is entitled to short-term family leave  of up to 
4 hours in any 30 day period (but not more than 24 hours in any 12 mont\
h period) of unpaid leave: 
Short-Term Family Leave : to participate in preschool or school activities  directly related to the academic 
advancement of the worker’s child, stepchild, foster child or ward who lives with the worker; to a\
ttend or to accompany 
the worker’s child, stepchild, foster child or ward who lives with the worker or th\
e worker’s parent, spouse or 
parent-in-law to  routine medical or dental appointments ; to accompany the worker’s parent, spouse, or 
parent-in-law to  other appointments for professional services related to their care and well-being; to respond to 
a medical emergency  involving the employee’s child, stepchild, foster child or ward who lives with the worker or th\
e 
employee’s parent, spouse or parent-in-law.
 The worker must give reasonable written notice of intent to take family or parental leave, including the anticipated 
dates the leave will start and end. The employer may not require notice more than 6 weeks prior to birth or \
adoption. If 
serious	illness	is	claimed,	the	employer	may	require	certification	from	a	physician.	For	short-term family leave , a worker 
must give notice as early as possible, at least seven days before the le\
ave is to be taken unless waiting seven days could 
have	a	significant	adverse	impact	on	the	employee’s	family	member.
 A worker may choose to use sick leave, or vacation leave, or any other ac\
crued paid leave time during the leave, up to 
six weeks. The employer may not require the worker to do so. Use of paid leave does\
 not extend the overall leave time to 
which the worker is entitled.
	 The	employer	must	continue	to	provide	all	worker	benefits	unchanged	during	the	leave	period,	but	may	require	the	
worker to contribute to the cost at the existing rate of worker contribu\
tion.
	 Upon	return	from	leave,	a	worker	must	be	offered	the	job	held	previously	or	a	comparable	one	at	equal	pay,	benefits,	
seniority, and other terms and conditions.
Exceptions: A worker is not entitled to leave under the Parental and Family Leave Act if the employer can prove by clear 
and convincing evidence that:  •Layoff:  during the period of leave the employee’s job would have been terminated or the worker would have
been laid of f for reasons unrelated to the leave; or
•Unique Services:  the worker performed unique services and hiring a permanent replacemen\
t during the leave,
after giving the worker notice of intent to do so, was the employer’s only available alternative to prevent
substantial and grievous economic injury .
This law sets a minimum standard for parental and family leave rights. I\
t does not prevent an employer from 
offering a more generous leave policy and does not reduce an employer’s obligation under a collective 
bargaining agreement or existing program that provides greater leave rig\
hts than the law requires.
EMPLOYEES ARE PROTECTED FROM RETALIATION OF ANY KIND IN CONNECTION WITH THE ENFORCEMENT OF THIS LAW.
A worker aggrieved by a violation of this law may: 
• bring	a	private	lawsuit	for	injunctive	relief,	economic	damages	including	prospective	lost	wages	for	a	period	not	to
exceed one year , attorney fees and court costs;
•(if you are not a state worker)	lodge	a	complaint	with	the	Office	of	the	Attorney 	 General 	 at 	828-3657, or (if
you are a state worker) lodge a complaint with the Vermont Human Rights Commission at  828-2480. These
agencies may investigate your complaint and bring action in court to enf\
orce this law .
To obtain copies of this poster, call the Vermont Department of Labor at 828-0267 or visit our website at:
http://www.labor.vermont.gov /
WH-14 (03/14)
Equal Opportunity is the LawThe	State	of	Vermont	is	an	Equal	Opportunity/Affirmative	Action	 Employer. 		Applications 	 from 	 women, 	 individuals 	 with 	 disabilities, 	 and 	people from diverse cultural backgrounds are encouraged.  Auxiliary aids and services are available upon request to individuals wi\
th 
disabilities.  711 (TTY/Relay Service) or 802-828-4203 TDD (Vermont Department of Labor).
Parental Leave, Family Leave, 
and Short-Term Family Leave

Other Vermont Labor Law Posters 5 PDFS

There are an additional nine optional and mandatory Vermont labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.

Poster Name Poster Type
Mandatory Vermont Employer's Liability and Workers' Compensation Workers Compensation Law
Mandatory Unemployment Insurance Information for the State of Vermont Unemployment Law
Mandatory Minimum Wage in the State of Vermont Minimum Wage Law
Mandatory Posting of Safety Records Notice to Employees Job Safety Law
Mandatory Safety and Health Protection on the Job in Vermont Job Safety Law

View all 10 Vermont labor law posters


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Disclaimer:

While we do our best to keep our list of Vermont labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.

** This Document Provided By LaborPosters.org **
Source: http://www.laborposters.org/vermont/349-vermont-family-leave-poster.htm