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Googling FMLA will get you to the pages to find the specific requirements (company size, time worked, etc).
That said, I told my HR dept. I would be taking FMLA whenever we were placed with a child, and that I'd give them anywhere between a few months to zero time notice on when it would begin. We had to draw up some paperwork on the front end, then when I did call them the Monday after our son was placed with us on a Saturday, all they had to do was fax me the papers to complete and sign with the actual start date on them.
Also, my manager approved (and HR allowed) that I take my leave intermittently. So I took off the first 30 days, then used the next 60 slowly coming back to work. It was easier for me that way, to separate from my baby plus, I didn't have to take a 90 day straight unpaid leave.
Not all companies will do that for you, but some of the wording in the Act is vague enough that it will allow for it to be done certain ways.
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StorkWatcher
QUOTE: "Just like a woman who gives birth forgets the pain due to the overwhelming joy when she holds the baby, an adoptive mom also experiences that same joy when she holds her child for the first time." - Kat-L, forum member
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