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The Family Medical Act of 1993 (FMLA) is a federal law that provides unpaid, job protected leave to eligible employees, both male and female; in order to care for their families or themselves for specified family and medical conditions. Unpaid leave will be granted for any of the following reasons:
To care for the employee’s child after birth, or placement for adoption or foster care;
To care for the employee’s spouse, son or daughter, or parent who has a serious health condition; or
For a serious health condition that makes the employee unable to perform the employee’s job
FMLA was amended in 2008 and now permits a spouse, son, daughter, parent or next of kin to take up to 26 workweeks 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.
To be eligible, an employee must have worked for the Hernando County Schools at least 12 months and at least 1,250 hours within a 12-month period before the leave begins.
Go to the bookkeeper/timekeeper at your site and ask for the proper forms to request the leave:
First, complete a “Request for Extended Leave” form SO-PER-018
You also will need to print out the following form SO-PER-178
This Certification of Physician or Practitioner needs to be filled out by your doctor regarding your illness and the need for leave.
*If you are in the Military and going on active duty, a copy of your official orders will be sufficient when you fill out the “Request for Extended Leave”.
After the “Request for an Extended Leave“ form is completed, it must be signed by the site administrator and sent to the Human Resources Department. You must provide 30 days advance notice when the leave is “foreseeable”.
You are required to produce medical certification to support a request for leave due to a serious health condition. This must be received by the Human Resources Department within 15 days of the start of such leave.
Sick Leave: Time that you have earned to be used for illness
Personal Leave: Time that you request for personal reasons. Personal leave reduces your sick leave balance.
Extended Leave: Any leave in excess of 10 consecutive days
Worker’s Compensation: Time off due to injury in the line of duty
Leave Without Pay: Approved, unpaid time off
Absent Without Authority: Unapproved, unpaid time off
You should always ask if you are eligible.
Please refer to answer number 1.
You may take a maximum of 12 weeks. If a husband and wife both work for the Hernando County Schools, the combined leave shall not exceed the 12 week period when the leave is taken for the birth or placement of a child or to care for a parent with a serious health condition. (See Bd. Policy 6.542)
The School Board will pay any accrued sick and/or vacation time until your time is used up. When the accrued time is gone, the duration of FMLA will be non-paid.
Yes, but you must continue to pay your portion of the premiums. The School Board will continue to pay the Board’s share of your premiums.
You do.
The summer is not part of your contract so it does not count toward your FMLA.
Employees may not take intermittent or reduced leave in the case of the birth or placement of a child, unless the Superintendent or designee agrees. In the case of serious health conditions, leave may be taken intermittently or on a reduced leave schedule when medically necessary. Employees are expected to make a reasonable effort to schedule intermittent leave so that it does not disrupt the operation of the school system or assigned location.
Upon return from FMLA you will resume your original position, or have an equivalent job with equivalent pay, benefits, and other terms and conditions of employment.
The maximum amount of time you may take is 12 weeks in a 12 month period. The 12 month period shall be a rolling twelve (12) month period measured backward from the date an employee uses any FMLA leave.
No. The use of FMLA cannot result in the loss of any employment benefit (seniority, experience, etc.) that accrued prior to the start of the employee’s leave,
No.
At the start of your unpaid leave the Payroll Department will determine how much money is owed to you at that time. That amount will be direct-deposited into your account. If you prefer to have your benefit premiums (that will be owed during your leave) paid out of this amount prior to the deposit you must notify Awilda Fonte in the Benefits Department in writing two weeks before the start of your leave. If you do not notify Benefits or if you will not have enough money in your deposited amount then you are responsible for all payments. Failure to pay your share of the health coverage will result in the loss of coverage. * Teachers- Please note that you may or may not get the 5 checks that you are accustomed to receiving at the start of the summer in which the insurance premiums are paid. Your leave start date will determine your payment schedule.
Employees who do not return to work upon expiration of a leave will be treated as having voluntarily terminated their employment. Every effort will be made to determine the employee’s status, however, when no contact or notification is made, disciplinary action will be taken.
You may request an extended leave for Personal Illness after a FMLA. An extension will only be approved due to extenuating circumstances and can be denied by administration. At the time of an approved non FMLA extended leave you will be given the opportunity to continue health benefits by paying the entire premium due. You cannot work at a job for pay while on extended leave from the District.
The paperwork needs to be submitted if you are going to be absent in excess of 10 consecutive days so our Schools will be properly staffed to accommodate our students and ensure their proper well-being.
Visit the website US Department of Labor The Family and Medical Leave Act (FMLA) or Suzette Alcantara in the Human Resources Department at 797-7005 ext. 427.