employee’s spouse, children (son or daughter), and parents are immediate family members for purposes of FMLA. The term "parent" does not include a parent "in-law".

Our definition of "Immediate Family" is quite broad. It’s not just the family members who reside with you. "Immediate Family" includes: parents, grandparents, siblings, siblings-in-law, children, grandchildren, aunts, uncles, nieces, and nephews, among others. See the Definitions section of the Description of Coverage for a full listing.

Immediate family members include: legal spouse, mother, father, grandmother, grandfather, brother, sister, brother-in-law, sister-in-law, children, grandchildren, aunts, uncles, nieces and nephews, among others. See the Description of coverage for a full listing.

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.

Answer: Family member eligibility under FEDVIP is the same as for FEHB. Eligible family members are your: unmarried dependent child(ren) under age 22 (including an adopted child, stepchild, foster child, and recognized natural child), and child age 22 or over who is incapable of self-support because of a mental or physical disability that existed before the child reached age 22.

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.

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.

Generally, no. It is unlawful for any employer to interfere with or restrain or deny the exercise of any right provided under this law. Employers cannot use the taking of FMLA leave as a negative factor in employment actions, such as hiring, promotions or disciplinary actions; nor can FMLA leave be counted under "no fault" attendance policies.

Classified employees may use up to 33% of their sick leave available at the start of leave to care for an immediate family member. Regular salaried faculty may use 10 days of family sick.Back to Top

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. A family member includes a son, daughter, spouse or parent. FMLA protections do not extend to domestic partners. OFLA includes a parent-in-law and domestic partners in its definition of a family member.

A. They are very similar except OFLA includes a parent-in-law and same-gender domestic partners and FMLA does not. Neither OFLA nor FMLA includes opposite gender domestic partners in its definition.

No, under the FMLA, the term "serious health conditions" is defined to include any periods of incapacity or treatment due to pregnancy, including prenatal care. Thus, the Family and Medical Leave Act (FMLA) leave would be included within the employer's pregnancy leave. No. You are not entitled to compensation while you are off on Family and Medical Leave Act (FMLA) leave.

A family member is defined as a person related to another person within the first degree by consanguinity (blood) or affinity (marriage). This definition includes a spouse, father, mother, son, daughter, father-in-law, mother-in-law, son-in-law, and so on.

No, this leave is concurrent with FMLA. The first three weeks and the next three weeks, which are Paid Parental Leave, are both counted toward the 12 weeks of FMLA.

It can be taken for your own "serious health condition" or that of your child, parent or spouse to allow you to care for that family member. You can also take it in connection with the birth, adoption or foster care placement of your child. You are generally required to give 30 days advance notice when the leave is “foreseeable.” Your employer may require medical certification to support your request for Family Medical Leave Act (FMLA) leave.