FMLA: COMMONLY-ASKED QUESTIONS AND ANSWERS

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "FMLA: COMMONLY-ASKED QUESTIONS AND ANSWERS"

Transcription

1 FMLA: COMMONLY-ASKED QUESTIONS AND ANSWERS Despite the fact that the Family and Medical Leave Act (FMLA) has been on the lawbooks for several years, it continues to cause legal trouble for employers. Companies continue to make mistakes enforcing the Act, which cost them considerably in court. To help you avoid a similar FMLA fate, here are some commonly-asked questions and answers on the areas of the law that trip up employers the most. SERIOUS HEALTH CONDITION Q. What illnesses or injuries qualify as serious health conditions? A. A serious health condition is defined as an illness, injury, impairment, or physical or mental condition that involves: inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; or continuing treatment by a health care provider. Continuing treatment by a health care provider includes the following. A period of incapacity of more than three consecutive calendar days, and any subsequent treatment or period of incapacity relating to the same condition, that also involves: treatment two or more times by a health care provider; or treatment by a health care provider on at least one occasion that results in a regimen of continued treatment. A period of incapacity due to pregnancy, or for prenatal care. A period of incapacity or treatment for a "chronic" serious health condition that requires periodic visits for treatment by a health care provider, continues over an extended period, and may cause episodic, rather than a continuing, period of incapacity (e.g., asthma, diabetes, epilepsy). Case in point: While driving a truck for a delivery service, an employee was rear-ended and suffered a neck injury. X-rays ruled out any fractures, but confirmed the existence of scar tissue from a pre-existing injury. Over the next 10 months, the employee attended 20 to 30 physical therapy sessions, but was never admitted to any hospital or other health care facility. When the employee was absent from work at least 32 days over the next eight months and his performance suffered as a result, his employer disciplined and eventually fired him for excessive absenteeism. The employee filed a lawsuit, arguing that his termination violated the FMLA. His claim: The company terminated him because of absences directly related to a serious health condition.

2 Court: The employee failed to prove that he suffered from a serious health condition that rendered him unable to perform the functions of his position. According to the court, the employee failed to show that his injury involved continuing treatment for "a chronic or long-term health condition." Despite his doctor visits and physical therapy sessions, he submitted no medical evidence to demonstrate the necessity of the treatment he received. (Haefling v. United Parcel Service, Inc., 7th Cir., No , 1999) According to FMLA regs, illnesses that do not count as serious health conditions include the common cold, earaches, stomachaches, etc. However, a Department of Labor (DOL) opinion letter revised the way it defines a serious health condition. According to the DOL, an absence counts under the FMLA if it consists of an incapacitation of three consecutive calendar days that also involves treatment two or more times by a health care provider. So now even minor illnesses may qualify. Case in point: An employee left work on a Wednesday with diarrhea and stomach cramps. She was absent from work for two days, and returned the following Monday with a doctor's note. She worked only a few hours before leaving for the doctor, who diagnosed her as having either a peptic ulcer or gallbladder disease. The employee missed another week of work and returned the following Monday with another doctor's note, but was fired for excessive absenteeism. The employee claimed she was entitled to FMLA leave for her absences and sued the company. A trial court dismissed her case, ruling that the employee could not prove that she had a serious health condition. However, on appeal, a court ruled that the employee met the "continuing treatment" part of the definition of a "serious health condition" under the FMLA. Court: Even though the ultimate diagnosis - a minor ulcer - is on the list of conditions that ordinarily do not qualify for FMLA leave, the employee saw a physician twice while she was absent from work due to illness, which is all the plain language of the final rules requires for "continuing treatment." (Thorson v. Gemini, Inc., 8th Cir., No , 2000) MEDICAL CERTIFICATION Q. Under what circumstances can an employer request medical certification? A. FMLA regulations allow, but do not require, employers to ask for medical certification when employees seek leave for their own serious health condition or the serious health condition of an immediate family member. An employer may not, however, require medical certification when employees take FMLA leave for the birth, adoption, or foster placement of a child. The following information may be included in the medical certification. The date the serious health condition began. The probable duration of the condition. Appropriate medical facts regarding the condition.

3 If the employee is needed to care for a family member, a statement to that effect and an estimate of how long the employee will be needed. If the employee has a serious health condition, a statement that it renders him/her unable to perform the functions of the job. In the case of intermittent leave for planned medical treatment, the dates when treatment is expected to be given and the treatment's duration. In the case of intermittent or reduced schedule leave, the medical necessity for that type of leave. In the case of intermittent or reduced schedule leave for family members, a statement that this type of leave is necessary for the care of the family member, or will assist in their recovery, and the expected duration and schedule of the leave. If an employee fails to provide timely certification (where possible) and the need for leave was foreseeable, leave may be denied until the required certification is provided. If the need for leave is not foreseeable, the employee must still attempt to provide the certification as soon as possible under the circumstances. Q. When it comes to recertification, what can an employer legally require from an employee on leave? A. Recertification allows employers to make certain that employees continue to require and qualify for leave and are not abusing the system. The final FMLA regs provide that where a certification establishes an employee's need for leave of more than 30 days, the employer may not ask for recertification until that minimum period has passed unless certain circumstances are present. Recertification can be required sooner than 30 days under the following circumstances. If the employee requests an extension of the leave. If circumstances in the initial certification have changed. If you have reason to doubt the validity of the certification. Case in point: An employee gave his supervisor a doctor's note to explain a two-day absence. The supervisor thought the note looked "doctored," so she called his physician, who told her that the employee's daughter had been treated, not the employee. The supervisor then terminated the employee for fraudulently attempting to collect sick pay. Even though company policy only permitted sick leave for an employee's own illness, the employee alleged that his termination violated the FMLA since he should have been at home taking care of his daughter. A court disagreed, and held that he had been properly discharged for his fraudulent ways. (Baltuskonis v. US Airways, Inc., D.C.PA, WL635746, 1999)

4 INTERMITTENT AND REDUCED LEAVE Q. Under what circumstances may an employee take intermittent or reduced leave? A. Intermittent leave is taken in separate blocks of time due to a single illness or injury, rather than in one continuous period of time. Periods of leave may range from an hour to several days. A reduced leave schedule reduces the usual number of hours worked per week or day. The FMLA allows the use of intermittent leave and reduced schedule leave for only two of the four qualifying reasons for leave. It is allowed for employees with a serious health condition or when the employee is needed to care for a family member with a serious health condition. Leave for adoption, foster care, or birth of a child may not be taken intermittently or on a reduced schedule unless the employer and employee agree on such an arrangement. When an intermittent or reduced leave is required for a serious health condition with planned medical treatment, the employee is required to make a reasonable effort to schedule treatment so that disruption to the employer's operations is minimal. If an employee requests intermittent leave or a reduced work schedule for planned medical treatment, the employer may temporarily transfer the employee to an available alternative position under the following conditions. The position has equivalent pay and benefits. Employers may increase the pay and benefits of an existing alternative position to make them equivalent to the employee's regular job, or transfer the employee to a part-time job with the same hourly rate of pay and benefits, provided the employee is not required to take more leave than is medically necessary. The employee is qualified to perform the job. The alternative position accommodates recurring periods of leave better than the employee's regular job. Case in point: When a factory worker was terminated for violating her company's absenteeism policy, she sued under the FMLA. The employee was assessed her first unexcused absence when she left work early to join her son, who had kidney failure, in the hospital. She was terminated a year later when she accumulated seven other unexcused absences. A court ruled that the employer violated the FMLA when it counted the employee's short trip to the hospital to visit her son as an unexcused absence, since an employee may take FMLA leave intermittently. When the employer disallowed FMLA leave for this short period of time, it violated the law. (Bryant v. Delbar Products, Inc., M.D. TN, No. 2: , 1999) ELIGIBILITY Q. Do employees need to mention FMLA when requesting leave to be eligible for protection?

5 A. Several courts have disagreed about whether the words "Family and Medical Leave Act" must cross an employee's lips in order for leave to qualify under the Act. However, according to the final FMLA rules, employees don't need to mention the Act when telling you that they need leave. It is an employer's responsibility to determine employees' eligibility. Case in point: The same day an employee called in sick, she was diagnosed with hepatitis. The next day, she told her employer that she would be unable to work for the remainder of the week because of her condition. The company did not ask for further information or certification from her doctor. Shortly thereafter, the employee received a termination letter signed by the head of Human Resources, stating that she was fired because of her "frequent absences." So she sued under the FMLA. A court ruled that the company had violated the FMLA when it fired her for her illnessrelated absences. Court: The FMLA allows employees to take up to 12 weeks of leave during a 12-month period because of a serious health condition. In order to trigger FMLA-authorized leave, an employee must provide the employer with notice, but "need not expressly invoke her FMLA rights." The company admitted that the employee suffered from a serious health condition; that she provided notice of her need for leave; and that it did not request further information. (Carpenter v. Refrigeration Sales Corp., N.D. OH, No. 1:98-CV -940, 1999) Q. How are hours counted for purposes of determining whether or not an employee has satisfied the FMLA leave eligibility test of working 1,250 hours during the previous 12 months? A. In addition to the requirement that employees be employed by their employer for at least 12 months, employees must have worked for at least 1,250 hours with their employer during the previous 12-month period. A determination of whether employees have worked for their employer for at least 1,250 hours in the past 12 months must be made as of the date leave begins. Case in point: An employee who acquired 12 points under her employer's absenteeism policy in a one-year period was placed on probation. Her employer informed her that if she were absent for anything other than a hospital admission during that time, she would be fired. When she called in sick that same afternoon, the company terminated her immediately. The employee sued, claiming that her probation and termination violated the FMLA. Her claim: She had been eligible for protected medical leave three times during the one-year period before she was terminated, but was improperly assessed points that led to her probation and termination. The company admitted that when the employee took the three leaves, she was covered by the Act because she had not put in 1,250 hours in the previous 12 months. Reversing a lower court s decision, a court of appeals ruled that an employee must have worked for 1,250 hours in the 12 months before the starting date of FMLA leave, not for 1,250 hours in the 12 months before the date of the firing for excessive absenteeism. (Butler v. Owens- Brockway Plastic Products, Inc., 6 th Cir., No , 1999) REINSTATEMENT Q. What are an employee s job restoration rights when returning from FMLA leave?

6 A. The FMLA requires that employees returning from leave are reinstated to the position held when leave began, or an equivalent position, with equivalent employment benefits, pay, and other terms or conditions of employment. The FMLA limits the entitlement of any restored employee to no greater right of employment than if FMLA had not been taken. An employer may deny reinstatement if it can show the employee would not have remained employed even if the leave had not been taken. An employee s right to continued leave, health benefits, and job restoration ends, if and when the employment relationship would otherwise have ended, e.g., layoff. The FMLA does not extend any special protection to employees who are on leave at the time of a layoff. Case in point: During an employee s 12-week FMLA leave for the birth of a child, her employer laid off 190 employees in a reduction-in-force because of financial concerns. The employee learned that her job had been eliminated on the day of her return from leave, so she filed an FMLA lawsuit. Her claim: Her employer had denied her the benefit of reinstatement upon her return from leave in violation of the FMLA. A court of appeals ruled that the company had not violated the FMLA and dismissed her case. Court: An employee on FMLA leave has no greater right to reinstatement than if the worker had been continuously employed during the leave period. (O Connor v. PCA Family Health Plan, Inc., 11 th Cir., Nos & , 2000) SUBSTITUTING PAID LEAVE Q. Can an employer require an employee to substitute paid leave for FMLA leave? A. An employer may legally require employees to substitute accrued paid vacation, personal, and family leave for FMLA leave for: the birth of a child; adoption or foster placement of a child with the employee; the employee's own serious health condition; or to care for a family member with a serious health condition. The only restriction on substituting paid leave applies to accrued sick time - an employer cannot compel an employee to substitute accrued sick time for any reason other than a serious health condition. Whether you require an employee to substitute paid vacation for FMLA is at your discretion. The benefit of compelling substitution of paid time off for unpaid leave is that employees can't extend the amount of time they remain out of work. Otherwise, an employee with four weeks of accrued vacation could tack those four weeks on to the end of a 12-week FMLA leave. Case in point: One month after being promoted to manager, an employee took 15 weeks of leave due to pregnancy. When she returned to work, she was demoted. That's an FMLA violation, the employee claimed in court. Despite a handbook provision that specifically stated that paid disability leave ran con- currently with FMLA leave, the employee claimed that she was entitled to use her 13 weeks of company time first and then start her 12 weeks of FMLA leave because the company never notified her that her paid disability leave was being substituted for her FMLA leave. This would mean that she had 25 weeks of leave, and had returned in time

7 to qualify for job protection under the FMLA. A court of appeals dismissed her case, ruling that nothing in the original FMLA requires written notice. It simply states that an employer may substitute paid leave for any part of the 12- week FMLA leave. (McGregor v. Autozone, 11thCir., 180F.3d1305, 1999) Note: This ruling runs counter to DOL regulations that state that an employer must clearly identify how many weeks of leave an employee has and how it will be counted, as well as a pro-employee ruling on employer notification. (Plant v. Morton International, Inc., 6th Cir., No , 2000) Watch the Supreme Court to get the final word on this discrepancy. Alexander Hamilton Institute 2000

8

University Policy Number : POLICY ON FAMILY AND MEDICAL LEAVE ACT

University Policy Number : POLICY ON FAMILY AND MEDICAL LEAVE ACT University Policy Number 200.12: POLICY ON FAMILY AND MEDICAL LEAVE ACT Responsible Administrator: Office of the President Responsible Office: Office of Human Resources Originally Issued: August 2006 Revision

More information

FMLA: Certification of Health Care Provider for Employee s Serious Health Condition

FMLA: Certification of Health Care Provider for Employee s Serious Health Condition FMLA: Certification of Health Care Provider for Employee s Serious Health Condition Route this form to: Supervisor/responsible administrator U Wide Form: UM 1515 Rev: Mar 2009 NOTE: Failure to fully complete

More information

U. S. Department of Labor Employment Standards Administration Wage and Hour Division

U. S. Department of Labor Employment Standards Administration Wage and Hour Division FMLA/CFRA MED-CERT Certification of Health Care Provider APPENDIX C U. S. Department of Labor Employment Standards Administration Wage and Hour Division (Family and Medical Leave Act of 1993) 1. Employee

More information

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible

More information

FAMILY & MEDICAL LEAVE ACT (FMLA) Department of State Civil Service HR Program Assistance Division 225 342 8274 Date: April 6 and April 11, 2011

FAMILY & MEDICAL LEAVE ACT (FMLA) Department of State Civil Service HR Program Assistance Division 225 342 8274 Date: April 6 and April 11, 2011 FAMILY & MEDICAL LEAVE ACT (FMLA) Department of State Civil Service HR Program Assistance Division 225 342 8274 Date: April 6 and April 11, 2011 1 INTRODUCTION PURPOSE The purpose of this presentation

More information

Understanding FMLA Employee/Employer Rights and Responsibilities

Understanding FMLA Employee/Employer Rights and Responsibilities Understanding FMLA Employee/Employer Rights and Responsibilities By George W. Ports III, SPHR Introduction The Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees to take up to 12 or

More information

1. Serious Health Condition. Serious Health Condition means an illness, injury, impairment, or physical or mental condition that involves:

1. Serious Health Condition. Serious Health Condition means an illness, injury, impairment, or physical or mental condition that involves: Policies of the University of North Texas 1.4.21 Family and Medical Leave Chapter 5 Human Resources Policy Statement. The University of North Texas (UNT) observes the federal Family and Medical Leave Act

More information

Q. Can I use my Short Term Disability (STD) policy concurrent with banked paid time during a FMLA leave?

Q. Can I use my Short Term Disability (STD) policy concurrent with banked paid time during a FMLA leave? Changes to the FMLA Administration Process As of January 1, 2016, Milwaukee County is using a new vendor, FMLASource, to administer FMLA leaves for employees. FMLASource offers new resources and a user

More information

For additional information: 1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 WWW.WAGEHOUR.DOL.GOV

For additional information: 1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 WWW.WAGEHOUR.DOL.GOV Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees for the following reasons: For incapacity due to pregnancy, prenatal

More information

CERTIFICATION OF HEALTH CARE PROVIDER FAMILY AND MEDICAL LEAVE ACT

CERTIFICATION OF HEALTH CARE PROVIDER FAMILY AND MEDICAL LEAVE ACT OF HEALTH CARE PROVIDER FAMILY AND MEDICAL LEAVE ACT PART A: For Completion by the EMPLOYEE: Please complete all applicable sections of Part A before giving this form to your family member or your/their

More information

SCHOOLCRAFT COLLEGE FAMILY & MEDICAL LEAVE GUIDELINES

SCHOOLCRAFT COLLEGE FAMILY & MEDICAL LEAVE GUIDELINES SCHOOLCRAFT COLLEGE FAMILY & MEDICAL LEAVE GUIDELINES A. General Provisions It is the policy of Schoolcraft College to grant up to twelve (12) weeks of family and medical leave during any twelve (12) month

More information

Danbury Public Schools 63 Beaver Brook Rd. Danbury, CT 06810. 2. Family Member s Name (if different from employee):

Danbury Public Schools 63 Beaver Brook Rd. Danbury, CT 06810. 2. Family Member s Name (if different from employee): 1. Employee s Name: 2. Family Member s Name (if different from employee): 3. The attached sheet describes what is meant by a serious health condition under the Family and Medical Leave Act. Does the patient

More information

UNIVERSITY OF HOUSTON SYSTEM ADMINISTRATIVE MEMORANDUM. SECTION: Human Resources NUMBER: 02.D.06

UNIVERSITY OF HOUSTON SYSTEM ADMINISTRATIVE MEMORANDUM. SECTION: Human Resources NUMBER: 02.D.06 UNIVERSITY OF HOUSTON SYSTEM ADMINISTRATIVE MEMORANDUM SECTION: Human Resources NUMBER: 02.D.06 AREA: SUBJECT: Leave Entitlement Family and Medical Leave 1. PURPOSE The University of Houston System provides

More information

The Board provides family and medical leave for eligible staff members under the following circumstances:

The Board provides family and medical leave for eligible staff members under the following circumstances: 3430.01 - FAMILY & MEDICAL LEAVE OF ABSENCE ("FMLA") Introduction In accordance with Federal and State law, the Board of Education will provide family and medical leave to professional staff. The Board's

More information

FREQUENTLY ASKED QUESTIONS

FREQUENTLY ASKED QUESTIONS 1/09 FREQUENTLY ASKED QUESTIONS 1. Which employees are eligible for an FMLA qualifying leave? An "eligible employee" is a State employee who: a) Has been employed by the State for at least 12 months, and

More information

FAMILY CARE LEAVE OF ABSENCE REQUEST FORM

FAMILY CARE LEAVE OF ABSENCE REQUEST FORM FAMILY CARE LEAVE OF ABSENCE REQUEST FORM Section 1: For completion by the Employee The FMLA permits an employer to require that you submit a timely, complete, and sufficient medical certification to support

More information

FAMILY & MEDICAL LEAVE

FAMILY & MEDICAL LEAVE FAMILY & MEDICAL LEAVE Employees may be eligible for an unpaid leave of absence under the federal Family Medical Leave Act ("FMLA"), subject to its eligibility requirements and other terms, conditions

More information

FAMILY MEDICAL LEAVE ACT (FMLA)

FAMILY MEDICAL LEAVE ACT (FMLA) FAMILY MEDICAL LEAVE ACT (FMLA) Policy It is the policy of the Health Science Center to comply with the provisions of the Family and Medical Leave Act of 1993 (FMLA). The FMLA protects an employee s job

More information

DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING

DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING STATE OF CALIFORNIA DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING FAIR EMPLOYMENT & HOUSING COUNCIL CERTIFICATION OF HEALTH CARE PROVIDER (California Family Rights Act (CFRA)) IMPORTANT NOTE: The California

More information

FAMILY AND MEDICAL LEAVE ACT NOTICE TO EMPLOYEES

FAMILY AND MEDICAL LEAVE ACT NOTICE TO EMPLOYEES Page 1 of 5 Rev. 07/2003 On February 5, 1993, President Clinton signed into law the Family and Medical Leave Act (FMLA). In accordance with this law which was effective August 5, 1993, employees are eligible

More information

Summary of the Family and Medical Leave Act (FMLA) by Marilynn Mika Spencer

Summary of the Family and Medical Leave Act (FMLA) by Marilynn Mika Spencer This guide is for information only and is not legal advice. Legal advice must be tailored to specific facts. This guide is based on general legal principles and does not address all possible claims, exceptions

More information

WINTHROP UNIVERSITY FAMILY AND MEDICAL LEAVE ACT

WINTHROP UNIVERSITY FAMILY AND MEDICAL LEAVE ACT WINTHROP UNIVERSITY FAMILY AND MEDICAL LEAVE ACT THIS DOCUMENT IS NOT A CONTRACT BETWEEN EMPLOYEES AND WINTHROP UNIVERSITY, EITHER EXPRESSED OR IMPLIED. THIS DOCUMENT DOES NOT CREATE ANY CONTRACTUAL RIGHTS

More information

The easy way to understand the Family Medical Leave Act

The easy way to understand the Family Medical Leave Act The easy way to understand the Family Medical Leave Act Knowing Your Rights Under The Federal FMLA How did FMLA become Law? Debated for 8 years in Congress Voted on 13 times Vetoed twice by President Bush

More information

STANISLAUS COUNTY FAMILY MEDICAL LEAVE OF ABSENCE (FMLA) POLICY

STANISLAUS COUNTY FAMILY MEDICAL LEAVE OF ABSENCE (FMLA) POLICY STANISLAUS COUNTY FAMILY MEDICAL LEAVE OF ABSENCE (FMLA) POLICY Stanislaus County complies fully with all Federal and State leave laws. The following is a brief recap of the Family and Medical Leave Act

More information

FAMILY AND MEDICAL LEAVE ACT OF 1993

FAMILY AND MEDICAL LEAVE ACT OF 1993 FAMILY AND MEDICAL LEAVE ACT OF 1993 Revised March 8, 2016 Department of HUMAN RESOURCES Division of Administrative Services HUMAN RESOURCES North End Center 300 Turner St. NW Suite 2300 (0318) Blacksburg,

More information

Bucknell University Family and Medical Leave

Bucknell University Family and Medical Leave Bucknell University Family and Medical Leave In accordance with the Family and Medical leave Act of 1993 (FMLA), eligible staff members may request up to twelve (12) weeks of unpaid, job-protected family

More information

Frequently Asked Questions and Answers About the Revisions to the Family and Medical Leave Act

Frequently Asked Questions and Answers About the Revisions to the Family and Medical Leave Act Frequently Asked Questions and Answers About the Revisions to the Family and Medical Leave Act The following are answers to commonly asked questions about the new Family and Medical Leave Act (FMLA) regulations.

More information

SECTION 25 - LEAVES OF ABSENCE Family and Medical Leave

SECTION 25 - LEAVES OF ABSENCE Family and Medical Leave SECTION 25 - LEAVES OF ABSENCE Family and Medical Leave 25.01 Policy. Brown County provides family and medical leave in accordance with the Federal Family and Medical Leave Act (FMLA) and the Wisconsin

More information

Policies and Procedures SECTION:

Policies and Procedures SECTION: Family and Medical Leave PAGE 1 OF 6 PURPOSE The Family and Medical Leave Act of 1993 (FMLA) requires employers with 50 or more employees to allow eligible employees to take up to 12 workweeks of unpaid,

More information

Chicago Public Schools Policy Manual

Chicago Public Schools Policy Manual Chicago Public Schools Policy Manual Title: FAMILY AND MEDICAL LEAVE ACT Section: 513.1 Board Report: 02-0724-PO02 Date Adopted: July 24, 2002 Policy: I. ELIGIBILITY A) Any CPS employee who has been employed

More information

FREQUENTLY ASKED QUESTIONS ABOUT THE FMLA. The Family Medical Leave Act ( FMLA ) gives employees the right to take up to 12

FREQUENTLY ASKED QUESTIONS ABOUT THE FMLA. The Family Medical Leave Act ( FMLA ) gives employees the right to take up to 12 FREQUENTLY ASKED QUESTIONS ABOUT THE FMLA The Family Medical Leave Act ( FMLA ) gives employees the right to take up to 12 weeks of unpaid leave in order to: 1) care for a newly born or adopted child;

More information

Conditional Family Leave Notification

Conditional Family Leave Notification Conditional Family Leave Notification Department of Administration It is State of Alaska policy to invoke family leave for all qualifying conditions. The supervisor or designee is responsible for initially

More information

If you have any questions, concerns, or disputes with this policy, you must contact [insert name and contact info for appropriate person] in writing.

If you have any questions, concerns, or disputes with this policy, you must contact [insert name and contact info for appropriate person] in writing. EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT

More information

Family and Medical Leave

Family and Medical Leave Family and Medical Leave Application: All positions covered under the Virginia Personnel Act to include full-time and part-time classified, restricted employees, and eligible wage employees. Background

More information

MEMORANDUM. TO: GRCC Employee FROM: Human Resources SUBJECT: Family Medical Leave Act Information

MEMORANDUM. TO: GRCC Employee FROM: Human Resources SUBJECT: Family Medical Leave Act Information G R A N D R A P I D S C O M M U N I T Y C O L L E G E TO: GRCC Employee FROM: Human Resources SUBJECT: Family Medical Leave Act Information MEMORANDUM Attached is information on the Family and Medical

More information

CITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY

CITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY CITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY OVERVIEW The is a "covered" employer under the Federal Family and Medical Leave Act (FMLA or Act) and is subject to all rules and regulations under the

More information

For additional information: 1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627

For additional information: 1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees for the following reasons: For incapacity due to pregnancy, prenatal

More information

FAMILY AND MEDICAL LEAVE ACT (FMLA) POLICY

FAMILY AND MEDICAL LEAVE ACT (FMLA) POLICY FAMILY AND MEDICAL LEAVE ACT (FMLA) POLICY Purpose To define policy pursuant to the federal Family and Medical Leave Act for employees of Olympus Corporation of the Americas ( OCA ), Olympus America Inc.

More information

Leave Rights under the FMLA and ADA: The Intersection of Two Laws Impacting Employee Leave

Leave Rights under the FMLA and ADA: The Intersection of Two Laws Impacting Employee Leave Leave Rights under the FMLA and ADA: The Intersection of Two Laws Impacting Employee Leave Revised Date: 2010 Original Date: 2001 Authorship History: This publication was written by Sheila D. Duston, an

More information

Frequently Asked Questions Family and Medical Leave Act (FMLA)

Frequently Asked Questions Family and Medical Leave Act (FMLA) Frequently Asked Questions Family and Medical Leave Act (FMLA) SECTION 1: THE BASICS OF FMLA 1. What is the FMLA? 2. Is there a similar state law in Iowa? 3. What sorts of situations are covered by the

More information

R928, Leaves of Absence (Health- Related) 1

R928, Leaves of Absence (Health- Related) 1 R928, Leaves of Absence (Health- Related) 1 R928-1. Purpose: To outline the Commissioners Office's policy on health-related leaves of absence with or without pay, including sick leave, long-term medical

More information

Family Medical Leave Act (FMLA)

Family Medical Leave Act (FMLA) Family Medical Leave Act (FMLA) Objectives What is FMLA? Who qualifies for FMLA? What is an FMLA qualifying event? Procedure for Requesting Leave. Paid verses Unpaid Leave. Benefits while on FMLA. What

More information

Family & Medical Leave Request and Medical Certification Form. Part 1: EMPLOYEE INFORMATION (to be completed by employee)

Family & Medical Leave Request and Medical Certification Form. Part 1: EMPLOYEE INFORMATION (to be completed by employee) New Jersey's Science & Technology University Part 1: EMPLOYEE INFORMATION (to be completed by employee) Name (Please print) Address: City: State _ Zip Telephone: Home E-Mail: If Family & Medical leave

More information

FMLA 2 4 FMLA 6 FMLA 6 FMLA

FMLA 2 4 FMLA 6 FMLA 6 FMLA FMLA Leave General Information/ Eligibility... Page 2 Requesting FMLA Leave/ Designation of FMLA Leave... Page 4 FMLA Leave to Care for a New Child... Page 6 FMLA Leave and Parental Leave... Page 6 FMLA

More information

THE FAMILY AND MEDICAL LEAVE ACT-

THE FAMILY AND MEDICAL LEAVE ACT- THE FAMILY AND MEDICAL LEAVE ACT- THE MOST MISUNDERSTOOD EMPLOYMENT LAW by GREGG L. SMITH ATTORNEY AT LAW Presented at the SOUTHEASTERN ASSOCIATION OF SCHOOL BUSINESS OFFICIALS INTERNET CONFERENCE February

More information

Executive Director, 60L-34 Florida Administrative Code, Federal Family Medical Leave Act

Executive Director, 60L-34 Florida Administrative Code, Federal Family Medical Leave Act SECTION: 6.48 SUBJECT: AUTHORITY: Family Medical Leave Act Executive Director, 60L-34 Florida Administrative Code, Federal Family Medical Leave Act Policy: Each employee and supervisor is expected to understand

More information

LEAVE POLICIES. A. Salary Continuation and Short-Term Disability Leave Policy

LEAVE POLICIES. A. Salary Continuation and Short-Term Disability Leave Policy LEAVE POLICIES A. Salary Continuation and Short-Term Disability Leave Policy Full-time employees who are medically disabled and unable to perform their duties due to a non-occupational illness or injury

More information

3.32 FAMILY MEDICAL LEAVE

3.32 FAMILY MEDICAL LEAVE 3.32 FAMILY MEDICAL LEAVE The Family and Medical Leave Act (FMLA) leave offers job protection for what might otherwise be considered excessive absences. Employees need to carefully comply with this policy

More information

SOUTH CAROLINA BUDGET AND CONTROL BOARD FAMILY AND MEDICAL LEAVE ACT POLICY AND PROCEDURE

SOUTH CAROLINA BUDGET AND CONTROL BOARD FAMILY AND MEDICAL LEAVE ACT POLICY AND PROCEDURE SOUTH CAROLINA BUDGET AND CONTROL BOARD FAMILY AND MEDICAL LEAVE ACT POLICY AND PROCEDURE THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY.

More information

Footnotes in this policy are for informational purposes. They should be removed from any policy before distribution.

Footnotes in this policy are for informational purposes. They should be removed from any policy before distribution. This is a sample policy concerning Family and Medical Leave Act ( FMLA ) leaves of absence and related leaves of absence that most Massachusetts employers are required to provide. The FMLA regulations

More information

Leave Requests. (FMLA, Leave of Absence and Worker s Compensation) Information & Application Packet. Benefits Office

Leave Requests. (FMLA, Leave of Absence and Worker s Compensation) Information & Application Packet. Benefits Office Leave Requests (FMLA, Leave of Absence and Worker s Compensation) Information & Application Packet Benefits Office 102 S. Hickory Ave., Bel Air, Maryland 21014 Phone: 410-588-5275 Fax: 410-588-5316 Rev.

More information

FREQUENTLY ASKED QUESTIONS CONCERNING FMLA FOR EXECUTIVE BRANCH EMPLOYEES

FREQUENTLY ASKED QUESTIONS CONCERNING FMLA FOR EXECUTIVE BRANCH EMPLOYEES FREQUENTLY ASKED QUESTIONS CONCERNING FMLA FOR EXECUTIVE BRANCH EMPLOYEES 1. What is the FMLA?... 2 2. Am I entitled to FMLA leave?... 2 3. When can FMLA leave be used?... 3 4. Who is considered a "family

More information

Leave from Work to Care for A Family Member

Leave from Work to Care for A Family Member Leave from Work to Care for A Family Member YOUR LEGAL RIGHTS 1. What rights do family/medical leave laws provide? Federal and state law provide certain employees with the right to take an unpaid leave

More information

EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES. Family and Medical Leave

EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES. Family and Medical Leave EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES Family and Medical Leave Revised Date: El Paso County shall provide eligible employees up to 12 weeks of unpaid leave per year for certain family and medical

More information

Standing at the Intersection of Workplace Injuries: When Both Federal and State Government Get Involved

Standing at the Intersection of Workplace Injuries: When Both Federal and State Government Get Involved Standing at the Intersection of Workplace Injuries: When Both Federal and State Government Get Involved Presented by: Mark A. Baugh mbaugh@bakerdonelson.com Workers Comp/FMLA/ADAAA Roadmap Basic Statutory

More information

Family and Medical Leave Act/California Family Rights Act

Family and Medical Leave Act/California Family Rights Act Family and Medical Leave Act/California Family Rights Act The Family and Medical Leave Act and California Family Rights Act ( FMLA / CFRA ) provide eligible employees the opportunity to take unpaid, job-protected

More information

The Family And Medical Leave Act (FMLA)

The Family And Medical Leave Act (FMLA) Administration Guidelines for The Family And Medical Leave Act (FMLA) For Employees of NH Executive Branch Departments/Agencies Table of contents: I. Introduction II. Eligibility III. Definitions 12 month

More information

Family and Medical Leave Policy (FMLA) Updated May 2015

Family and Medical Leave Policy (FMLA) Updated May 2015 Family and Medical Leave Policy (FMLA) Updated May 2015 Babson College complies with the Family and Medical Leave Act of 1993 (FMLA), as amended by the National Defense Authorization Act (NDAA) of 2008

More information

OKLAHOMA CITY UNIVERSITY POLICY THE FAMILY AND MEDICAL LEAVE ACT (FMLA)

OKLAHOMA CITY UNIVERSITY POLICY THE FAMILY AND MEDICAL LEAVE ACT (FMLA) OKLAHOMA CITY UNIVERSITY POLICY THE FAMILY AND MEDICAL LEAVE ACT (FMLA) Oklahoma City University provides leaves of absence under the Family and Medical Leave Act of 1993, as amended, to eligible regular

More information

State of Wisconsin Department of Workforce Development Equal Rights Division Labor Standards Bureau

State of Wisconsin Department of Workforce Development Equal Rights Division Labor Standards Bureau State of Department of Workforce Development Equal Rights Division COMPARISON OF FEDERAL AND WISCONSIN FAMILY AND MEDICAL LEAVE LAWS The following comparison of federal and state Family and Medical Leave

More information

FAMILY MEDICAL LEAVE ACT FAQS Updated November 2013

FAMILY MEDICAL LEAVE ACT FAQS Updated November 2013 FAMILY MEDICAL LEAVE ACT FAQS Updated November 2013 Protections Q: What protections does the FMLA provide? A: Up to 12 weeks job protection in a 12 month period and maintains insurance. Q: Do I get to

More information

FMLA: The Leave Process. What happens when an employee is absent from work due to a serious health condition or other qualifying circumstances?

FMLA: The Leave Process. What happens when an employee is absent from work due to a serious health condition or other qualifying circumstances? FMLA: The Leave Process What happens when an employee is absent from work due to a serious health condition or other qualifying circumstances? Benefits Leave Advisor Contact Information: Last Names (A-L)

More information

Dartmouth College Information About the Family and Medical Leave Act

Dartmouth College Information About the Family and Medical Leave Act Dartmouth College Information About the Family and Medical Leave Act Frequently Asked Questions The following is a list of your rights and benefits as an eligible FMLA employee: 12 weeks of unpaid FMLA

More information

Washington State Family Leave Act Q&A

Washington State Family Leave Act Q&A Washington State Family Leave Act Q&A March 2010 The Washington State Family Leave Act (FLA) builds on the existing similar benefits found in the federal Family and Medical Leave Act (FMLA) by providing

More information

FAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE

FAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE FAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE PURPOSE: The Family and Medical Leave Act of 1993 (FMLA) allows an eligible employee up to 12 weeks of leave in a 12-month period for a qualifying reason(s).

More information

FAMILY AND MEDICAL LEAVE POLICY

FAMILY AND MEDICAL LEAVE POLICY Policy No. ULC.1998.003 FAMILY AND MEDICAL LEAVE POLICY Updated and passed by University Council on 12-11-2008 1.0 Purpose 1.1 The UHCL Family and Medical Leave policy establishes guidelines for ensuring

More information

a) The employee s eligibility is determined from the date leave begins. b) Military time is credited as if the employee would have been working.

a) The employee s eligibility is determined from the date leave begins. b) Military time is credited as if the employee would have been working. I. Family Medical Leave Act (FMLA) A. Covered Employees 1. All employees, including seasonal, who have been employed for at least 52 weeks with the City and who have worked at least 1,250 hours in the

More information

Leaves of Absence Frequently Asked Questions

Leaves of Absence Frequently Asked Questions Leaves of Absence Frequently Asked Questions 1. What is FMLA? Family Medical Leave Act (FMLA) applies to employers who employ 50 or more employees. FMLA provides eligible employees with up to 12 weeks,

More information

Human Resources & Payroll 4400 University Drive, MS 3C3, Fairfax, Virginia 22030 Phone: 703-993-2600; Fax: 703-993-2601

Human Resources & Payroll 4400 University Drive, MS 3C3, Fairfax, Virginia 22030 Phone: 703-993-2600; Fax: 703-993-2601 FMLA Medical Certification Form Medical Certification For Family and Medical Leave under the Family and Medical Leave Act for 1993 TO BE COMPLETED BY THE EMPLOYEE EMPLOYEE NAME G Number G PATIENT NAME

More information

The purpose of this policy is to ensure the implementation of the Family and Medical Leave Act of 1993 (FMLA).

The purpose of this policy is to ensure the implementation of the Family and Medical Leave Act of 1993 (FMLA). POLICY 7100 FAMILY AND MEDICAL LEAVE BOARD OF EDUCATION Effective: July 1, 2009 I. Policy Statement The Board of Education recognizes its legal obligation to provide leave in compliance with the Family

More information

Massachusetts Bay Transportation Authority

Massachusetts Bay Transportation Authority Massachusetts Bay Transportation Authority Mitt Romney Governor Kerry Healey Lt. Governor John Cogliano Secretary and MBTA Chairman Daniel A. Grabauskas General Manager Application For Leave Under The

More information

EXECUTIVE BRANCH AGENCY POLICY SECTION 4: FAMILY AND MEDICAL LEAVE ACT (FMLA) LEAVE

EXECUTIVE BRANCH AGENCY POLICY SECTION 4: FAMILY AND MEDICAL LEAVE ACT (FMLA) LEAVE Table of Contents EXECUTIVE BRANCH AGENCY POLICY SECTION 4: FAMILY AND MEDICAL LEAVE ACT (FMLA) LEAVE General Information Employee Eligibility Quantity of and Allowable Purposes for FMLA Leave Definition

More information

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT EMPLOYEE ENTITLEMENT An eligible employee may take up to twelve weeks (26 weeks to care for a covered servicemember with a serious

More information

Chapter 18 Family and Medical Leave Act (FMLA) Leave March 2009

Chapter 18 Family and Medical Leave Act (FMLA) Leave March 2009 PRINCE GEORGE S COUNTY, MARYLAND FIRE/EMERGENCY MEDICAL SERVICES DEPARTMENT GENERAL ORDERS Division 11 Personnel Management Chapter 18 Family and Medical Leave Act (FMLA) Leave March 2009 POLICY The purpose

More information

Notice to Employees Sick, Parental and Family Care (SPF), Military Exigency and Military Caregiver Absences Family & Medical Leave Act AFSCME and PSSU

Notice to Employees Sick, Parental and Family Care (SPF), Military Exigency and Military Caregiver Absences Family & Medical Leave Act AFSCME and PSSU Notice to Employees Sick, Parental and Family Care (SPF), Military Exigency and s Family & Medical Leave Act AFSCME and PSSU FMLA Information The absence provisions described below are consistent with

More information

First Name Middle Last Date

First Name Middle Last Date Human Resource Services Marshall University 207 Old Main, One John Marshall Drive, Huntington, WV 25755 Phone: 304-696-6455, FAX: 304-696-6844, E-mail: human-resources@marshall.edu CERTIFICATION OF HEALTH

More information

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible

More information

Federal vs. Tennessee Family and Medical Leave Laws

Federal vs. Tennessee Family and Medical Leave Laws FMLA TENNESSEE Federal vs. Tennessee Family and Medical Leave Laws Employers Covered Employees Eligible Leave Amount Type of Leave FEDERAL ELEMENTS Private employers with 50 or more employees in at least

More information

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT EMPLOYEE ENTITLEMENT An eligible employee may take up to twelve weeks (26 weeks to care for a covered servicemember with a serious

More information

THE FMLA, THE ADA AND WORKERS COMPENSATION LAWS

THE FMLA, THE ADA AND WORKERS COMPENSATION LAWS Primary purpose of. Conditions triggering coverage THE FMLA, THE ADA AND WORKERS COMPENSATION LAWS To balance the competing obligations of the workplace and family. Provides unpaid leave to an employee

More information

Federal vs. Ohio Family and Medical Leave Laws

Federal vs. Ohio Family and Medical Leave Laws FMLA OHIO Federal vs. Ohio Family and Medical Leave Laws Employers Covered Employees Eligible Leave Amount FEDERAL ELEMENTS Private employers with 50 or more employees in at least 20 weeks of the current

More information

FAMILY AND MEDICAL LEAVE ACT ( FMLA ) POLICY

FAMILY AND MEDICAL LEAVE ACT ( FMLA ) POLICY FAMILY AND MEDICAL LEAVE ACT ( FMLA ) POLICY 1. Scope 1.1. This policy applies to all Albert Einstein College of Medicine employees. This policy does not apply to students who work under Federal Work Study

More information

TO ALL NALC MEMBERS: Sincerely and fraternally, Vincent R. Sombrotto President National Association of Letter Carriers, AFL-CIO

TO ALL NALC MEMBERS: Sincerely and fraternally, Vincent R. Sombrotto President National Association of Letter Carriers, AFL-CIO TO ALL NALC MEMBERS: The Family and Medical Leave Act (FMLA) guarantees letter carriers important new rights to take time off work when a new child arrives, or when a carrier or a close family member experiences

More information

Family and Medical Leave Act (FMLA)

Family and Medical Leave Act (FMLA) Family and Medical Leave Act (FMLA) (Up to 12 weeks) QUALIFYING EXIGENCY FOR MILITARY FAMILY LEAVE REQUEST FOR FAMILY MEDICAL LEAVE OF ABSENCE (FMLA) (up to 12 weeks) TABLE OF CONTENTS Medical Leave of

More information

POLICY AND PROCEDURE. Resident and Subspecialty Resident Family Medical Leave

POLICY AND PROCEDURE. Resident and Subspecialty Resident Family Medical Leave POLICY AND PROCEDURE Resident and Subspecialty Resident Family Medical Leave All duly appointed residents within a UNC Hospitals' graduate medical education program who are scheduled to work at least 20

More information

19.107 FAMILY MEDICAL LEAVE ACT (FMLA)

19.107 FAMILY MEDICAL LEAVE ACT (FMLA) FAMILY MEDICAL LEAVE ACT (FMLA) References: Procedure 16.110, Personnel Accounting and Distribution Procedure 19.105, Sick/Injured With Pay and Special Leaves Family Medical Leave Act (FMLA) FOP/City Labor

More information

The Nuts and Bolts of the FMLA

The Nuts and Bolts of the FMLA The Nuts and Bolts of the FMLA What does FMLA provide? Who is eligible to use FMLA? What is meant by leave year? For what purposes can I take FMLA leave time? What is a serious health condition? What is

More information

Dealing with Illness and Injury in the Workplace: How to Navigate the Bermuda Triangle of ADA, FMLA and Workers' Compensation

Dealing with Illness and Injury in the Workplace: How to Navigate the Bermuda Triangle of ADA, FMLA and Workers' Compensation Dealing with Illness and Injury in the Workplace: How to Navigate the Bermuda Triangle of ADA, FMLA and Workers' Compensation By: Morris L. Hawk 216.619.7842 mhawk@walterhav.com ADA, FMLA, Workers Compensation

More information

Board Policy 1430.01 Family Medical Leave Act ( FMLA

Board Policy 1430.01 Family Medical Leave Act ( FMLA Board Policy 1430.01 Family Medical Leave Act ( FMLA The District follows Federal law in providing up to twelve (12) weeks of family and medical leave during any twelve (12) month period to eligible employees

More information

Family and Medical Leave FMLA/OFLA Family and Medical Leave

Family and Medical Leave FMLA/OFLA Family and Medical Leave Family and Medical Leave FMLA/OFLA Family and Medical Leave A policy for administering the Federal and State Leave laws for eligible employees at Portland State University This Policy Covers: Leave for

More information

San Antonio ISD COMPENSATION AND BENEFITS LEAVES AND ABSENCES

San Antonio ISD COMPENSATION AND BENEFITS LEAVES AND ABSENCES DEFINITIONS FAMILY FAMILY EMERGENCY WORKDAY HEALTH-CARE PROVIDER CATASTROPHIC ILLNESS OR INJURY AVAILABILITY The term immediate family is defined as: 1. Spouse. 2. Son or daughter, including a biological,

More information

How to Successfully Take Extended Leave. Certified Employees

How to Successfully Take Extended Leave. Certified Employees WILSON COUNTY SCHOOLS Dr. Donna Wright Director of Schools 351 Stumpy Lane, Lebanon TN 37090 Tel : (615) 444-3282 Fax : (615) 449-3858 How to Successfully Take Extended Leave Certified Employees For leave

More information

Employee s Name: EIN: FMLA Case # (if known):

Employee s Name: EIN: FMLA Case # (if known): NALC Form 1 - Family and Medical Leave Act Health Care Provider: Please complete this form in order to aid the employer in making its FMLA determination. Medical Certification Employee s Own Serious Health

More information

California Leaves and Reasonable Accommodation: A Light in the Storm. Presented by: Gaye E. Hertan (Century City) Debbie L. Caplan (Century City)

California Leaves and Reasonable Accommodation: A Light in the Storm. Presented by: Gaye E. Hertan (Century City) Debbie L. Caplan (Century City) California Leaves and Reasonable Accommodation: A Light in the Storm Presented by: Gaye E. Hertan (Century City) Debbie L. Caplan (Century City) OUR PRESENTERS Gaye Hertan Debbie Caplan OVERVIEW FOCUS

More information

Notice to AFSCME and PSSU Employees Family and Medical Leave Act

Notice to AFSCME and PSSU Employees Family and Medical Leave Act Notice to AFSCME and PSSU Employees Family and Medical Leave Act Sick, Parental, and Family Care (SPF), Military Exigency and Military Caregiver FMLA Information The absence provisions described below

More information

HUMAN RESOURCES MANAGEMENT POLICY FAMILY AND MEDICAL LEAVE. Policy 30

HUMAN RESOURCES MANAGEMENT POLICY FAMILY AND MEDICAL LEAVE. Policy 30 HUMAN RESOURCES MANAGEMENT POLICY FAMILY AND MEDICAL LEAVE Policy 30 NOTE: THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE MEDICAL UNIVERSITY OF SOUTH

More information

Centennial School District Family Medical Leave Act FAQs FREQUENTLY ASKED QUESTIONS

Centennial School District Family Medical Leave Act FAQs FREQUENTLY ASKED QUESTIONS Centennial School District Family Medical Leave Act FAQs FREQUENTLY ASKED QUESTIONS WHAT IS FMLA? The Family Medical Act of 1993 (FMLA) is a federal law that provides unpaid, job protected leave to eligible

More information

Family and Medical Leave Act Request and Notice

Family and Medical Leave Act Request and Notice Employee Name PERNR CUL Purdue University Human Resources Revised 1/13 Family and Medical Leave Act Request and Notice Page 1 of 8 The Family and Medical Leave Act (FMLA) is a federal regulation that grants

More information

Human Resource Policy Manual

Human Resource Policy Manual HS/EHS Policy Council Approval: 3-23-11 Page 1 of 5 1.0 Family and Medical Leave Act (FMLA) Policy Statement It is the policy of TMC, to comply with the Family and Medical Leave Act (FMLA), which entitles

More information

Short-Term Disability and Leaves of Absence Frequently Asked Questions All States

Short-Term Disability and Leaves of Absence Frequently Asked Questions All States Short-Term Disability and Leaves of Absence Frequently Asked Questions All States GENERAL INFORMATION...2 FAMILY AND MEDICAL LEAVE ACT (FMLA)...4 PREGNANCY...5 VACATION AND CONTINUATION OF BENEFITS DURING

More information