FMLA & Leave of Absence

 

Family Medical Leave of Absence and Leave of Absence provides employees leave time for medical, military, educational, or other authorized personal reasons.


Family Medical Leave of Absence (FMLA)

FMLA entitles employees to job-protected leave under certain circumstances.


To be eligible, an employee:


Must have been an employee of SGMC for a minimum of 12 consecutive months


Must have worked at least 1,250 hours for the past 12 months


Leave must be for one of the following reasons:


Birth of child and/or to care for the newborn child

Placement of a child with the employee for adoption or foster care or any related necessary activities

A serious health condition that makes the employee unable to perform their job for more than 3 days

Employee is needed to care for a child, spouse, or parent who has a serious health condition



Military Family Leave Entitlements

Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies.  Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.


FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period.  A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in  outpatient status; or is on the temporary disability retired list. 



Intermittent Family Medical Leave of Absence (IFMLA)

Intermittent FMLA required the same eligibility and qualifying reasons as FMLA.  Intermittent FMLA should be requested by the employee when the employee will need to be out of work for a continuous amount of time, but still works a normal schedule.  For example:  IFMLA allows an employee to request to be out from work for half a day each week to take their child with a serious health condition to their weekly doctor’s appointment.



Leave of Absence (LOA)

Leave of Absence (LOA) is for employees who either do not qualify for FMLA or IFMLA, or have exhausted their leave time under FMLA.  A Leave of Absence can be granted, but does not guarantee job protection during an employee’s time out of work.


To be eligible, an employee:


Must have been an employee at SGMC for a minimum of 6 consecutive months


Leave must be for one of the following reasons:


Birth of child and/or to care for the newborn child

Placement of a child with the employee for adoption or foster care or any         related necessary activities

A serious health condition that makes the employee unable to perform their job for more than 3 days

Employee is needed to care for a child, spouse, or parent who has a serious health condition

Education

Military

Unusual personal circumstances


Each request for Leave of Absence (LOA) is considered on an individual basis.



Compassionate Leave

Compassionate Leave of up to two (2) days off with pay may be granted in the event of a death in the employee’s immediate family, provided the death or funeral occurs on a normally scheduled work day.


The immediate family is defined as the employee’s:


Spouse

Parents

Grandparents

Step-parents

Children

Step-Children

Siblings

Grandchildren

Mother/Father-in-law

Brother/Sister-in-law

Son/Daughter-in-law

Grandparent-in-law


If it is determined that someone is very dear to the employee and has served as a mother, father, son, or daughter to the employee, these persons may also be considered “immediate family” upon request and approval by the Director of Human Resources.



Do I get paid while I am on leave?

FMLA, IFMLA, and LOA are considered unpaid leaves.  However, you are required to use any Paid Time Off (PTO) that you have available each pay period until you either exhaust your PTO or return to work.  You must use your PTO up to your normally assigned work schedule.  For example, if you normally work 40 hours per week, you must use 40 hours from your PTO bank for that week.


If you are on leave for an extended period of time, you do have the option to file a disability claim if you are enrolled in Short Term Disability or Long Term Disability.  For more information on both STD and LTD, please visit the Short Term Disability link and Long Term Disability link in the Quick Links section of this page.  These policies help to serve as income if you cannot work.



Can I keep my Benefits and Insurance while I’m on leave?

You are eligible to keep your payroll deducted benefits for up to 6 months if you premiums are paid.  If you do not have any PTO available and are not receiving your bi-weekly pay check, you will receive an invoice for your premiums, including Health, Flexible Spending Account, Dental, Long Term Disability, and any Supplemental Life Insurance (including Child Life and Spouse Life).  After 6 months, your coverage will cancel and you will be offered COBRA for Health, Flex, and Dental insurance.  If you would like to extend your health insurance at the employee premium rate past the 6 month deadline, you must submit a written appeal to the Director of Human Resources.  Appeals are considered on an individual basis.


If you are on leave and insurance premiums are left unpaid after 4 pay periods, SGMC has the right to cancel your insurance and reverse any claims under the plan back to the date last paid.  As an alternative, COBRA will be offered.




For more information, please contact Personnel at 229.333.1738, and ask to speak to Alberta regarding FMLA/Leave of Absence.

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