💡 Policy Purpose
Our company is dedicated to supporting employees who need to take leave for serious health conditions, family care, or other eligible situations under the Family and Medical Leave Act (FMLA). This policy outlines the conditions and procedures for requesting and taking FMLA leave, ensuring compliance with federal regulations while supporting our employees’ needs.
📝 Policy Elements
Eligibility
- Employees who have worked for the company for at least 12 months and have clocked at least 1,250 hours in the past year are eligible for FMLA leave.
- Employees who have worked for the company for at least 12 months and have clocked at least 1,250 hours in the past year are eligible for FMLA leave.
Leave Entitlement
- Eligible employees may take up to 12 weeks of unpaid leave in a 12-month period for reasons such as the birth or adoption of a child, serious personal illness, or caring for an immediate family member with a serious health condition.
- Eligible employees may take up to 12 weeks of unpaid leave in a 12-month period for reasons such as the birth or adoption of a child, serious personal illness, or caring for an immediate family member with a serious health condition.
Request Process
- Employees must submit a written request for FMLA leave to HR at least 30 days in advance when the need for leave is foreseeable.
- In cases of emergencies, employees must notify HR as soon as possible.
Medical Certification
- A certification from a healthcare provider is required to support the need for leave due to a serious health condition of the employee or a family member.
- The company may request a second opinion at its expense.
Job Protection
- Employees on FMLA leave are entitled to job protection, meaning they will be restored to the same or an equivalent position upon returning from leave.
- Benefits, including health insurance, will continue during the leave period.
Return to Work
- Employees must provide a fitness-for-duty certification from their healthcare provider before returning to work if the leave was due to their own serious health condition.
🤝 Acknowledgement and Compliance
By requesting FMLA leave, employees acknowledge that they have read and understood this policy and agree to comply with its terms. Employees are responsible for adhering to the procedures outlined and providing the necessary documentation in a timely manner. Non-compliance may result in the delay or denial of leave, or other corrective actions.
