FMLA PAPERWORK MUST BE PICKED UP IN THE PERSONNEL OFFICE. At that time information will be given pertinent to your individual circumstances as well as discussion of the options available to you.
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 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).
Please review the links below for additional information regarding FMLA:
Workers Compensation Runs Concurrently with FMLA
GMCS FMLA and Workers’ Compensation Policy states they will run concurrently. Contact Klo Abeita with questions or concerns
For questions regarding FMLA contact: Samentha Platero FMLA Tech 505-721-1186 email@example.com