25 or more employees. An employee must have worked at least 180 days, and averaged 25 hours per week at the time medical leave is requested Rhode Island: 50 or more employees (private employers) and 30 or more employees (public employers). Vermont: 10 or more employees (parental leave only) and 15 or more employees (family and medical leave). Washington: 50 or more employees (FMLA reasons besides insured parental leave); all employers are required to provide insured parental leave. District of Columbia: 20 or more employees. Expanded coverage The federal FMLA only applies to immediate family—parent, spouse, and child. The 2008 amendments to the FMLA for military family members extend the FMLA's protection to next of kin and to adult children. The Department of Labor on June 22, 2010 clarified the definition of "son and daughter" under the FMLA "to ensure that an employee who assumes the role of caring for a child receives parental rights to family leave regardless of the legal or biological relationship" and specifying that "an employee who intends to share in the parenting of a child with their same sex partner will be able to exercise the right to FMLA leave to bond with that child." In February 2015, the Department of Labor issued its final rule amending the definition of spouse under the FMLA in response to the decision in United States v. Windsor, effective March 27, 2015. The revised definition of "spouse" extends FMLA leave rights and job protections to eligible employees in a same-sex marriage or a common-law marriage entered into in a state where those statuses are legally recognized, regardless of the state in which the employee works or resides. Even if an employee works where same-sex or common law marriage is not recognized, that employee's spouse triggers FMLA coverage if the employee married in a state that recognized same-sex marriage or common law marriage. Some states had already expanded the definition of family in their own FMLAs: California: Domestic partner and domestic partner's child. Connecticut: Civil union partner, parent-in-law. Hawaii: Grandparent, parent-in-law, grandparent-in-law or an employee's reciprocal beneficiary. Maine: Domestic partner and domestic partner's child, siblings. Maryland: Allows the employee to use time for immediate family under the same rules if taking it for themselves. Includes step, adopted and even people who were primary caregivers even if not related. New Jersey: Civil union partner and child of civil union partner, parent-in-law,