Family And Medical Leave Act
FMLA Overview
The Family and Medical Leave Act (FMLA) requires covered employers to provide up to 12 weeks of unpaid job protected leave to "eligible employees" for certain family and medical reasons. The 12-work weeks can be either continuous or intermittent.
Eligibility
Employees are eligible if they have worked a period of 12 months and 1250 hours for their employer during the year preceding the start of the leave. Employees are entitled up to twelve (12) weeks of unpaid job protected leave which runs concurrent with vacation time, sick leave, short term and long term disability, and workers’ compensation.
Reasons to use FMLA
- Birth and subsequent care of a new born child.
- Placement of a child for adoption or foster care.
- To care for a spouse, child, or parent who has a serious health condition.
- For a serious health condition that makes the employee unable to perform the functions of his or her job.
- NEW for Military Family Leave
- Up to 12 weeks of leave because of "any qualifying exigency".
- Up to 26 weeks of leave in a single 12 month period to care for a service member.
Employee Notification Requirements
- Advance Notice: Employee must give at least 30 days of advance notice to his or her supervisor and Human Resources.
- Advance Notice is not possible: Notice by the employee should be given ASAP but within 2 business days after the employee learns of the need to take leave.
- Written Notice: Recommended when possible; however, verbal notice of the need to take leave may be provided.
FMLA form and related documents can be found on the top-left side menu of this page.
Additional information on the amendments and a version of Title I of the FMLA with the new statutory language incorporated is available on the FMLA amendments Web site at http://www.dol.gov/esa/whd/fmla/NDAA_fmla.htm