Family Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) is a federal law which provides an eligible employee with un-paid job-protected time off for a wide range of reasons.

Click here for more information on the FMLA.


An eligible employee is one who:

  1. Has worked for the employer for at least 12 months
  2. Has worked at least 1,250 hours for the employer during the 12-month period immediately preceding the leave

Reasons for Requesting FMLA

  • The birth of a child or placement of a child with the employee for adoption or foster care
  • To care for a spouse, son, daughter or parent who has a serious health condition
  • For a serious health condition that makes the employee unable to perform the essential functions of their job
  • For any qualifying exigency arising out of the fact that a spouse, daughter, or parent is a military member on covered active duty or call to covered active duty status

What FMLA Gives You

If you meet the eligibility requirements, you can take up to twelve (12) weeks, job-protected leave beginning January 1 through December 31 of an annual calendar year.

Submitting a Leave Request

Contact your Agency Human Resource representative as soon as you know you will be out due to a FMLA qualifying event. Human Resources will provide you with all the required forms needed to review your request.

You will need to:

  1. Provide your agency Human Resources with certification of the need for leave
  2. You are required to provide the requested certification within 15 calendar days of request
  3. If the requested certification is not received within 15 calendar days of the request, it may result in a denial or delay of your FMLA job-protected leave

Keep us Updated

If anything changes during your leave, notify your supervisor and your agency Human Resources representative.

Notify us:

  • If you will be returning to work earlier or later than anticipated
  • If you will be returning to work with restrictions
  • If you will be returning to work on a part-time schedule until you are able to return to your full duties
  • If you are unable to return to work

Returning to Work

Before your approved leave ends, you will need to plan for your return. Notify your supervisor and agency Human Resource representative. They will be able to help you with the transition back to work.

Your agency Human Resources representative will also notify you if there is any necessary paperwork for you to complete prior to your return.