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family and med lv/re

requirements

QuestionAnswer
Family and Medical Leave Employment Eligibility Requirements
Any civil service, special purpose or temporary who has been employed for at least twelve (12) months (need not be consecutive)
Who has worked at least 1,250 hours during the preceding twelve (12) months prior to the commencement of the requested FMLA leave
and An employee’s months and hours of active military service will be combined with the months employed
and the hours actually worked to meet the required 12–months and the 1,250 work hours of employment. Sheriff’s Office employee
The condition for which the FMLA is requested must meet one of the following Criteria
Providing care for a spouse, son, daughter or parent who has a serious health condition
The birth and care of the employee’s newborn child
Providing care for a newly–placed adopted child or foster child care
Providing care for an injured family service member or Providing support for active duty military personnel in qualifying exigent Circumstances
The condition for which the FMLA is requested must meet one of the following Criteria
Providing care for a spouse, son, daughter or parent who has a serious health condition
The birth and care of the employee’s newborn child
Providing care for a newly–placed adopted child or foster child care
Providing care for an injured family service member or Providing support for active duty military personnel in qualifying exigent Circumstances
Intermittent leave may be granted when an employee or employee’s immediate family member’s chronic medical condition requires only periodic treatment
1. Intermittent leave will be calculated on an incremental basis based on amount of time used and will be counted toward
under Military Caregiver Leave provisions) entitlement, or a pro–rated portion for part–time employees
Leave taken on an intermittent or reduced leave basis shall be subtracted on an hour–for–hour basis from twelve (12) calendar weeks/480 work hours total allowed under FMLA
Title 29, Chapter 5, Section 825.117, “Employees needing intermittent FMLA leave or leave on a reduced schedule must attempt to schedule their leave so as not to disrupt the employer’s operations
The 12–month period of FMLA calculation begins with the first date of absence qualifying for Family and Medical Leave, and rolls forward from that date
A husband and wife are entitled to each receive a total of twelve (12) weeks/480 work hours (or twenty–six (26) work weeks/960 work hours in the case of service member family leave)
of FMLA Leave except as listed in I
Leave for birth and care, or placement for adoption or foster care must conclude within 12–months of the birth or placement
Created by: sgtnGee
 

 



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