Flashcards in Romano-Family Medical Leave Act Deck (21)
Who owns Family Medical Leave Act?
Chief of Human Resources
Active Duty (Qualifying Exigency) Leave – Permits an eligible employee to take up to 12 weeks FMLA for a qualifying condition to provide support for a covered military member (the employee’s spouse, son, daughter, parent, or next of kin of the employee) serving in the ___________ to be used for any “qualifying exigency” arising out of the fact
the covered military member is on active duty or called to active duty status in support of a
National Guard or Reserve
If any employee is absent for ____ consecutive work days on unscheduled leave, their supervisor will notify the Human Resources Division’s Medical Section designee by email. The Human Resources Division’s __________ will mail an FMLA packet to the employee.
Medical Section designee
Eligible Employee- The individual employee who has been employed by the employer for at least __ months, has been employed for at least ____ hours of service during the
12-month prior to the start of leave, and is employed at a worksite where 50 or more employees are employed by the employer within 75 miles of that worksite.
FMLA - Leave (up to __ weeks/___ work hours or 26 weeks in the case of service member leave) that an employer is obligated to provide to an eligible employee under the terms of the federal “Family and Medical Leave Act of 1993” (FMLA).
Upon completion of FMLA medical leave, an employee has the right to be restored
to the same ___________.
or equivalent position
This leave may be __________, depending upon the accrued leave available to the employee.
paid or unpaid
National Defense Authorization Act (NDAA) – NDAA was signed into law January 28, 2008. It amends the Family and Medical Leave Act (FMLA) of 1993 to permit a “spouse, son, daughter, parent or next of kin” to take up to _______ of leave to care for a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious
injury or illness.
26 work weeks
All employees with more than __ hours of available leave will be placed on FMLA paid leave until their available leave balance reaches __ hours.
Upon exhaustion of the 12 weeks (480 hours), regardless of what other long-term non-FMLA
medical leave may be available to the employee, the
1. no longer entitled to be restored to the same or equivalent position
2. The employer (JSO) is no longer required to hold open or protect the employee’s job.
The condition for which the FMLA is requested must meet one of the following criteria: 6
1. A serious health condition that renders the employee unable to perform the essential
functions of his job
2. Providing care for a spouse, son, daughter or parent who has a serious health condition
3. The birth and care of the employee’s newborn child
4. Providing care for a newly-placed adopted child or foster child care
5. Providing care for an injured family service member
6. Providing support for active duty military personnel in qualifying exigent circumstances
Florida Law guarantees eligible employees time off of up to __ working days in a 12-month period to take care of issues such as: (Dom. Violence related)
1. To seek an injunction for protection against domestic violence
2. To obtain care, counseling, shelter, legal assistance, or security services related to such
violence or mental health counseling
3. Obtaining services from victims services organizations
4. Making the employee’s home secure from the perpetrator of domestic violence
5. Seeking legal assistance to address issues arising from domestic violence or attending or
preparing for court related proceedings
_______ will approve requested leave for domestic violence related matters from an employee utilizing accumulated leave from the employee’s respective leave accounts.
Ref. Leave for Domestic Related Matters
Employees who have exhausted all leave must submit their request for Leave for Domestic Related Matters to their respective _____ _____.
Ref. Leave for Domestic Related Matters
In no case shall the approving supervisor or commanding officer make any reference to
______ ______ on the leave request or any other forms.
The employee may be contacted periodically through the duration of his approved FMLA Leave of Absence to check on his status and his intention to return to work. The employee will not be requested to provide such an update more often than every __ days, unless his health care provider specifies a more frequent period, or unless there is reason to believe his condition may have changed.
If the condition is described as “lifetime, “chronic” or “unknown”, a recertification may be requested no more than every _____ ______.
Upon returning to work on the working day following the exhaustion of approved FMLA Leave, an employee will have the same status (e.g. permanent civil service) as before ____________.
before the leave began
If the employee would have received a step increase tied to longevity, or a service raise, during the time that
he was on leave, the employee will only receive it if the employee used ____ _____ time.
If the employee does not return to work at the end of their approved leave of absence without approval for additional absence, the employee will be considered to have _______.