Family Medical Leave (FML)
What is the Family Medical Leave Act (FMLA)?
The family Medical Leave Act entitles eligible employees to take up to 12 workweeks (duty days) of unpaid, job-protected leave in a 12-month period for specified family and medical reasons, or for any “qualifying exigency” arising out of the fact that a covered military member is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. The FMLA also allows an eligible employee who is a spouse, son, daughter, parent, or next of kin of a covered service member with a serious injury or illness up to a total of 26 workweeks of unpaid leave during a single 12-month period to care for the service member.
Who is eligible for FMLA?
Employees are eligible for leave if they have worked for Duncanville ISD at least 12 months and at least 1,250 hours over the past 12 months.
What are the qualifying events for taking FML?
- For the birth and care of a newborn child of the employee
- For the placement with the employee of a son or daughter for adoption or foster care
- To care for a spouse, son, daughter or parent with a serious health condition
- Or for qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter or parent is on active duty or call to active duty status as a member of the National Guard or Reserves in support of a contingency operation.
How does FML work if my spouse and I both work for the District?
Spouses employed by the same employer are limited in the amount of family leave they may take for the birth and care of a newborn child, placement of a child for adoption or foster care or to care for a parent who has a serious health condition to a combined total of 12 workweeks (or 26 workweeks if leave is to care for a covered service member with a serious injury or illness is also used). Leave for birth and care, or placement for adoption or foster care, must conclude within 12 months of the birth or placement
What is intermittent leave?
Under some circumstances, employees may take FML intermittently – taking leave in separate blocks of time for a single qualifying reason – or on a reduced leave schedule – reducing the employee’s usual weekly or daily work schedule. When leave is needed for planned medical treatment, the employee must make a reasonable effort to schedule treatment so as not to unduly disrupt the employer’s operation. If FML is for the birth and care, or placement for adoption or foster care, use of intermittent leave is subject to the employer’s approval.
Steps to Request FML
- As soon as you know you need to take leave (at least 30 days for planned leave i.e. surgery, pregnancy), you must notify your campus about the need for leave and complete an an Employee Request to Leave form. Click here for the Employee Request for Leave Form and submit to Juan Zamora (firstname.lastname@example.org) in Human Resources. You will be notified of your eligibility for FML within 5 business days.
- If eligibility for FML is determined you must provide Medical Certification (click here for employee’s form or click here for immediate family member’s form) from your doctor to Juan Zamora (email@example.com) within 15 calendar days.
- Once you have been released to return to work, you are required take your doctor’s note to Juan Zamora (firstname.lastname@example.org) to obtain a release to take to your campus.
Please Note: It is the employee’s responsibility to continue insurance policy premiums if the District is unable to deduct them from the employee’s check.