Answer: Employees are eligible to take FMLA leave if they have worked for their employer for at least 12 months and have worked for at least 1,250 hours over the previous 12 months, and work at a location where at least 50 employees are employed by the employer within 75 miles. See C.F.R. 825.110

Eligible employees are entitled to up to 12 weeks of leave during a 12-month period for certain family and medical reasons.

If an employee was eligible for a bonus before taking FMLA leave, the employee would be eligible for the bonus upon returning to work. The FMLA leave may not be counted against the employee. For example, if an employer offers a perfect attendance bonus, and the employee has not missed any time prior to taking FMLA leave, the employee would still be eligible for the bonus upon returning from FMLA leave.

The Family and Medical Leave Act, effective August 5, 1993, requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working. Coverage provided under the FMLA is not COBRA coverage, and FMLA leave is not a qualifying event under COBRA.

Employees get 12 weeks, regardless of the number of events. For example, I have surgery in January for something and I am out for a month. Later that year, I adopt a child.  It is 2 events, but the FMLA obligation is 12 weeks in a rolling year. Remember that nothing happens automatically when the person reaches 12 weeks. It is just a protection under the law and we want to prove that we have complied.

Employees are eligible to take FMLA leave if they have been employed for 12 months, worked for at least 1,250 hours over the previous 12 months, and have an FMLA related situation due to either a personal or family serious health condition.

Absence of four days or more plus medical treatment two or more times (also includes one treatment and continuing medical supervision)

A. You accrue seniority while you are on paid FMLA leave. You do not accrue any seniority while on unpaid FMLA leave.

A. If the need for your leave is foreseeable, you must provide advance written notice to your supervisor using the Leave Request Form available in the Office of Human Resources (HR) or at their website: http://hr.cocc.edu under forms. Also, please contact Human Resources immediately at 383-7216 for an appointment to discuss your rights and responsibilities.

A staff member who has met the eligibility requirements for FMLA can take up to 12 weeks of unpaid leave within a 12-month rolling calendar from the date the FMLA leave begins.

Employees are entitled to a total of 12 administrative workweeks of unpaid leave. Paid leave can also be substituted and would include sick or annual leave, comp time or credit hours.

Worked at least 1,250 hours in the twelve (12) months immediately preceding the requested date for beginning leave

Staff are eligible for FMLA when they have worked at Vanderbilt for 12 months and have worked at least 1250 hours in the proceeding period prior to requesting a leave.

A lump-sum payment for accumulated and accrued annual leave is required when employees separate or retire from the Federal service; die; or transfer to positions not covered by subchapter I of chapter 63 of title 5, United States Code (Governmentwide leave statutes), and their accumulated and accrued annual leave cannot be transferred.

Answer: If you are an "eligible" employee, you are entitled to 12 weeks of leave for certain family and medical reasons during a 12-month period. See C.F.R. 825.200 Answer: It can. FMLA leave and workers compensation leave can run together, provided the reason for the absence is due to a qualifying serious illness or injury and the employer properly notifies the employee in writing that the leave will be counted as FMLA leave. See C.F.R. 825.207(2) Answer: Yes.

Generally speaking, FMLA cannot be denied if the employee has a medically certified condition, or is caring for a covered individual who has a medically certified condition. Contact the Union Office if you have specific issues or questions.

A. You will receive pay only if you have paid leave (sick, vacation)* available to use. In fact, it is College policy that you must use your leave accruals before you go on leave without pay during your FMLA leave. In order of priority this would include sick leave and vacation. You are not required to use compensatory leave before going on leave without pay.