The Family and Medical Leave Act (FMLA) grants eligible employees up to 12 weeks of unpaid leave in a 12-month period, for any qualifying reason, and up to 26 weeks of leave in a single 12-month period to care for a covered family member recovering from a serious injury or illness suffered while on active duty in the armed forces.
FMLA is an unpaid leave unless the employee opts to use PTO time taken concurrently with FMLA. For a serious health condition of the employee, Short-Term Disability benefits may apply, and run concurrently with FMLA. Employers must offer employees on FMLA group health plan benefits at the same level and conditions of coverage that would have been provided had the employee not taken leave. FMLA is a 12-month period measured forward from the first day an employee starts leave; for example, if leave begins June 1 of one year, next eligibility for leave would be June 1 of the following year.
When leave is foreseeable, employees must give 30 days prior written notice, and if not possible, as soon as practical (within one or two business days of learning of the need for leave). Some states have laws governing disability and family leave duration and benefits. State regulations that are more generous take precedence over FMLA.
Employees with questions regarding the FMLA should contact Benefits. The full policy can be found in the employee handbook located on the intranet and accessbile on the OneBeacon network.