Family Medical Leave Act

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Understand

The Family Medical Leave Act (FMLA) entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

  • Twelve workweeks of leave in a 12-month period for:
    • the birth of a child and to care for the newborn child within one year of birth;
    • the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
    • to care for the employee’s spouse, child, or parent who has a serious health condition;
    • a serious health condition that makes the employee unable to perform the essential functions of his or her job;
    • any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on 'covered active duty;' or
  • Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Take Action

If you are seeking to use FMLA leave should contact your agency’s Human Resources Manager or your Human Resources Business Partner to check your eligibility and have any applicable forms sent to you.

  • You are required to provide 30-day advance notice of the need to take FMLA leave when the need is foreseeable and such notice is practicable.
  • When the need for leave is not foreseeable, you must provide notice to your supervisor and/or Human Resources as soon as practicable under the facts and circumstances of the particular case.

Forms you may need when applying for FMLA leave:

FMLA provides up to 12 weeks of unpaid leave but you may use any combination of your accrued paid leave to substitute. During this period of leave, your job is protected, you have job restoration rights, and we as your employer maintain your health coverage. However, you will be responsible for paying your share of the insurance premiums. You may pay your premiums with cash, personal check, or you may choose to turn in enough paid leave during your FMLA absence to have your premiums deducted from your pay.