The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

Twelve workweeks 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;
  • 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 the employee’s spouse, child, or parent 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;” or

Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Eligible employee’s will have worked at least 12 months and have at least 1,250 hours of service during the 12 months before leave begins. 

Supervisors must complete and forward the Notice of Rights and Responsibilities to an employee upon the request for FMLA (to inform employees of eligibility)

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  • Certification Employee's Health Cond FMLA WH-380-E
  • Certification Family Member Health Cond FMLA WH-380-F
  • Illness of Current Servicemember FMLA WH-385
  • Qualifying Exigency, WH-384
  • Veteran Illness Caregiver FMLA WH-385-V
  • Notice of Rights and Responsibilities FMLA WH-381
  • Designation Notice FMLA WH-382

 Supervisors must complete and forward the Designation Notice after determination of leave has been decided to notify an employee of the approval or denial of requested leave.