The Family and Medical Leave Act (FMLA) provides eligible employees with unpaid, job-protected leave for specified family and medical reasons. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves inpatient care of continuing treatment by a health care provider.
- Up to 12 workweeks in a 12-month period
What is an eligible employee?
12 months of employment (as of the date the FMLA leave is to start)
- Does not have to be consecutive
- Part-time, temporary, or seasonal work generally counts
1,250 hours of service (during 12-month period immediately before the date the FMLA leave is to start)
- Only the time actually worked, including overtime hours worked, is counted.
- Vacation, personal leave, sick leave, holidays, or other PTO, or unpaid leave do not count
- Unpaid leave of any kind is not counted.
Qualifying Reasons for Leave
- Birth of a child and to bond with the newborn child within one year of birth
- Placement of a child for adoption or foster care and to bond with the newly placed child within one year of placement
- Serious health condition that makes the employee unable to perform the functions of his or her job, including incapacity due to pregnancy or for prenatal medical care
- Care for the employee’s spouse, son, daughter, or parent who has a serious health condition, including incapacity due to pregnancy and for prenatal medical care
- Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a military member on covered active duty or call to covered active-duty status (Additional details regarding this reason that apply are not noted on this document).
For additional questions, please contact Cindi Battram, the Leaves and Workers’ Compensation Specialist. She would be happy to assist you. She can be reached at 253-931-4900 or by email at email@example.com.