# Emplaw Log Leave > Append a single new leave event or request into the leave tracker with dates, type, eligibility flag, and the required notices it triggers. - Skill: `matrixx0070/emplaw-log-leave` (Agent Skill) - Install (CLI): `npx skillmds@latest add matrixx0070/emplaw-log-leave` - Raw SKILL.md: https://api.skillmd.com/api/skills/matrixx0070/emplaw-log-leave/raw - Safety review: pending (external: skill-scanner PASS, skillspector PASS) - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Coding & Dev Tools - Author: Matrixx0070 (https://skillmd.com/u/matrixx0070) - Updated: 2026-09-08 - Page: https://skillmd.com/skills/matrixx0070/emplaw-log-leave --- ## When to use Use this when one employee has requested or started a leave and you need to record that single event — capturing the dates, leave type, an eligibility determination, and the notices it sets in motion — as one row appended into the register that emplaw-leave-tracker manages. Use it every time a new request lands. **Not for:** building, auditing, or rolling the whole register forward (emplaw-leave-tracker owns the shared structure); new US state setup (emplaw-expansion-kickoff); updating an existing state footprint (emplaw-expansion-update); international hiring (emplaw-international-expansion); handbook edits (emplaw-handbook-updates); policy drafting (emplaw-policy-drafting); or the initial intake interview (emplaw-cold-start-interview). ## Method 1. Pull the employee's existing tracker row so this event appends to their history and shared balances. 2. Record leave type (FMLA, ADA accommodation, state PFL, pregnancy/PWFA, military caregiver) and start/end or intermittent pattern. 3. Decision point: if the employee meets 12 months + 1,250 hours and the site is FMLA-covered, flag FMLA-eligible and open the 12-week (or 26-week caregiver) counter; else mark ineligible and evaluate ADA or state programs instead. 4. Decision point: if the reason is a disability and FMLA is unavailable or exhausted, open the ADA interactive process (15+ employees); else proceed on the applicable statute. 5. Set the notice clocks this event triggers: eligibility/rights notice, 15-day certification request, and designation notice once certification returns. 6. Note stacking: identify whether this leave runs concurrently with or after any other entitlement already on the row. 7. Attorney-escalation gate: if the event involves denial, discipline, or termination adjacent to protected leave, engage licensed counsel in the jurisdiction before acting — not legal advice. ## Example An Ohio employee with 14 months and 1,500 hours requests 8 weeks for their own serious health condition. You append a row: type FMLA, eligible Yes, 8 of 12 weeks used, certification requested (15-day clock started), designation notice pending. No state PFL in Ohio, so no stacking layer is added. ## Pitfalls - **Overwriting instead of appending.** Each event is a new record on the shared row; replacing prior entries destroys the balance history. - **Skipping the eligibility flag.** An unflagged row silently defaults balances wrong and hides ADA duties. - **Starting the counter before certification.** Provisional designation must follow the certification window, not precede it. - **Missing concurrent designation.** State or company leave that should run concurrently with FMLA otherwise stacks and over-grants time. ## Output format ``` LEAVE EVENT — | Logged: Type: | Dates: Eligible: Y/N (basis) | Counter: | Stacking: Notices triggered: eligibility | cert due | designation Escalation: counsel before any denial/discipline/termination ``` ## Reference FMLA eligibility requires 12 months + 1,250 hours at a site with 50+ employees within 75 miles; entitlement is 12 weeks unpaid (26 for military caregiver). ADA reasonable-accommodation leave applies at 15+ employees through the interactive process. State paid-family-leave programs (CA, NY, WA, etc.) may run concurrently or stack. Pregnancy is protected under the PWFA and PDA. Key deadlines: 15-day certification window and prompt designation notices. General reference only, not tailored legal advice.