The Family and Medical Leave Act (FMLA) entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave for the following reasons:
- For the serious health condition of the employee that makes the employee unable to perform his/her job;
- For the serious health condition of a qualifying family member when the employee is attending to the medical needs of the family member; or
- For the birth, adoption or foster care placement of a child.
FMLA also provides military family leave entitlements. Eligible employees whose spouse, son, daughter or parent is on covered active duty may use their 12-week leave entitlement to address certain qualifying exigencies. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave 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.
Employees are eligible for FMLA after they have reached 1 year of employment and have worked at least 1,250 hours in the last 12 months.
Employees that are absent for at least 3 or more consecutive working days may be eligible to take leave under the FMLA. Employees may elect to use earned sick, annual, personal, and/or compensatory leave to remain in a paid status while utilizing FMLA. Employees may also choose to use anticipated sick, annual, and/or personal leave in accordance with anticipation rules. All forms of paid leave used will be counted towards the employee's annual FMLA entitlement.
- Notify Human Resources at least 30 days in advance of the need to take leave. When 30 days notice is not feasible, the employee must provide notice as soon as possible.
- Provide the anticipated timing and duration of the leave by completing a FMLA Request Form.
- Provide sufficient documentation for the employer to determine if the leave may qualify for FMLA protection. Employees will be required to have their health care provider complete a Serious Health Condition Certification Form. Depending on the duration of the leave, periodic recertification may be required to support the continued need for leave.
- Submit leave appropriately through Employee Self Service (ESS). Faculty are excluded from this requirement, but should submit the necessary paper forms.
- Notify their supervisor at least 24 hours in advance of their expected return to work. If the Serious Health Condition Certification form does not cover the period of absence, an updated Serious Health Condition Certification form or other type of release from the health care provider to return to work will be required.
If you have questions or would like more information on FMLA, contact Bonnie Calkins, Benefits Manager, at (570) 662-4055 or at email@example.com.