The Family and Medical Leave Act (FMLA) grants eligible employees up to 12 weeks of unpaid leave in a 12-month period, for any qualifying reason, and up to 26 weeks of leave in a single 12-month period to care for a covered family member recovering from a serious injury or illness suffered while on active duty in the armed forces.

Qualifying Reasons for Leave:

  • The birth of or care for the employee's newborn child
  • The placement of a child under the age of 18 with the employee for adoption or foster care
  • Care of a spouse, child, or parent of employee with a serious health condition
  • The employee's own serious health condition that renders them unable to perform the essential functions of their job
  • Due to a qualifying exigency arising from the fact a spouse, child or parent of employee has been called to active duty in the armed forces in support of a contingency operation
  • Care of a spouse, child, parent or next of kin recovering from an injury or illness suffered on active duty in the armed forces

Eligibility for Leave:

  • Employee must have worked for Intact for 12 months at the time the leave commences. This does not have to be consecutive employment.
  • Employee must have worked 1,250 hours during the 12-month period before the leave commences
  • Employee must work in an office that employs at least 50 employees at or within a 75-mile radius of that work site

Types of FMLA Leave:

  1. Regular - Employee takes time off from work for a continuous, uninterrupted block of time
  2. Reduced/Intermittent - Employee takes leave in blocks of time or single days, or by reducing their normal weekly or daily work schedule

FMLA is an unpaid leave unless the employee opts to use PTO time taken concurrently with FMLA. For a serious health condition of the employee, Short-Term Disability benefits may apply, and run concurrently with FMLA. Employers must offer employees on FMLA group health plan benefits at the same level and conditions of coverage that would have been provided had the employee not taken leave. FMLA is a 12-month period measured forward from the first day an employee starts leave; for example, if leave begins June 1 of one year, next eligibility for leave would be June 1 of the following year.

When leave is foreseeable, employees must give 30 days prior written notice, and if not possible, as soon as practical (within one or two business days of learning of the need for leave). Some states have laws governing disability and family leave duration and benefits. State regulations that are more generous take precedence over FMLA.

Employees with questions regarding the FMLA should contact Benefits. The full policy can be found in the employee handbook located on the intranet and accessbile on the Intact network.