Family Medical Leave Act (FMLA)
Should an employee miss more than 5 consecutive work days, even if it’s a work related injury, the HR Department must be notified and that employee will need to apply for the appropriate leave.
To qualify for Family Medical Leave (FML) you must have worked for the district for a minimum of one year and worked 1,250 hours in the prior twelve (12) months.
FML allows twelve (12) work weeks / (60 days) of leave in a 12-month period for:
the birth of a child and to care for the newborn child within one year of birth, and to bond with that child;
the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
to care for an immediate family member (spouse, child, or parent – but not a parent “in-law”or sibling) who has a serious health condition;
a serious health condition that makes the employee unable to perform the essential functions of his or her job;
any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty”
Twenty-six work weeks of leave during a single 12-month period 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 (military caregiver leave).
Returning To Work After Leave Of Absence
When an employee is ready to return to work, it is the employee’s responsibility to deliver a medical release form to Kristine Long in the HR Department PRIOR TO RETURNING TO WORK. This form must be signed by the doctor stating the return to work date and if there are any restrictions. If this is not received prior to your return date, you cannot return to work until a medical release form is received.