Types Of Leaves Of Absence
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The Family Medical Leave Act of 1993 (FMLA) protects your job while you are out of work for conditions covered under the Act. Those conditions are:
- A serious health condition that affects you, your spouse, child or parent
- Birth of a child or placement of a child with you for adoption or foster care
- Military Exigency (letting families of National Guard members and the Reserves use up to 12 weeks of qualifying exigency leave to manage the members’ affairs while they are on active duty)
- Military Caregiver (to care for a military family member who has been seriously injured while on active duty)
Any employee who has completed 12 months of employment (which does not have to be continuous) AND has worked at least 1,250 hours in the 12 months prior to the first day of leave.
Whether the leave is for yourself or to care for a family member, the medical certification must be completed by a healthcare provider in order for your leave request to be considered.
- Intermittent FMLA leave is approved for one year, but the leave must be recertified if intermittent time is used after six months
- Employees should report the time they used to the Time Away From Work Service Center within 48 hours of their scheduled shift
- Employees who use Centralized Timekeeping & Scheduling must also notify the Staffing Office (828-213-0046, option 3) each time they have an absence
- Employees should also notify their supervisor each time they have an absence
- First hour of intermittent absence is taken as a whole hour; any time over one hour will be recorded in 15-minute increments
Maternity And Paternity Leaves
- Contact the Time Away From Work Service Center one month before delivery.
- If complications arise, please contact sooner.
- Once the leave begins, inform the Time Away From Work Service Center of your (or your spouse’s) delivery date.
- Once returning, please submit a Return to Work Release Form to the Time Away From Work Service Center at least three days before your return, and talk with your supervisor about resuming your schedule.
Worker’s Compensation And Leave
FMLA and Personal Medical Leave and Worker’s Compensation will run concurrently.
General Medical Leave may be granted to Full-Time or Part-Time employees who do not qualify for FMLA, or who have exhausted FMLA.
Personal Leave may be granted to Full-Time or Part-Time employees for up to six months. Personal leave must be approved by the employee’s supervisor and human resources.
Educational Leave may be granted for up to six months to Full-Time employees with at least one year of service. Educational leave must be approved by the employee’s supervisor and human resources.
Military Leave is granted pursuant to Federal and State law to a staff member called to active duty.
Worker’s Compensation: FMLA and General Medical Leave and Worker’s Compensation will run concurrently.