Note: Alpine’s sick leave runs concurrently with FMLA. The employee needs to return to work for at least 30 days after FMLA or they must reimburse the district for their medical coverage premium during the time they were out on FMLA.
What is FMLA?
The Family and Medical Leave Act (FMLA) provides eligible employees with a limited amount of unpaid, job-protected leave when the employee has a qualifying event.
Who is Eligible?
To be eligible for FMLA you must have a qualifying event and have been employed with the District for 12 months and worked at least 1,250 hours in the 12 months immediately preceding the first day of the leave request for FMLA.
What is a Qualifying Event?
Circumstances for which FMLA leave may be requested include:
- Birth of a child or care for a newborn child (480 hours maximum in a calendar year).
- Placement in your home of a child for adoption or foster care (480 hours maximum in a calendar year).
- Your own serious health condition (480 hours maximum in a calendar year).
- To care for your spouse, child, or parent with a serious health condition (480 hours maximum in a calendar year).
- Qualifying exigency – leave where a spouse, son, daughter, or parent of the employee is on active or ordered to be called to military duty in the Armed Forces. (12 weeks maximum in a calendar year). Appropriate documentation is required.
- Service Member Care Leave – An employee who is the spouse, son, daughter, parent or next of kin of a covered service member or veteran. (26 weeks maximum in a 12 month period).
(Once the application form is received by your human resource office, you will receive a Notice of Eligibility and Rights & Responsibility form. If you are eligible for FMLA and human resource has received from you the appropriate certification completed by your health care provider, you will receive a Designation Notice. The Designation Notice will grant the approval for FMLA, or deny your request, or ask for additional information).
This FMLA information is intended only as an informational guide. It does not, nor is it intended to provide a complete list of your rights, options or obligations under the Family and Medical leave Act Rules. To make sure all of your questions have been answered, consult with your human resource office before making any decisions regarding your use of Family and Medical Leave.