Intermittent FMLA leave requests require the same eligibility and qualifying reasons as the Continuous FMLA requests. Intermittent FMLA should be requested by the employee when they will need to be out a recurrent amount of time, but continue to work their normal schedule.
Example: An employee can request Intermittent FMLA to be out of work for a half day each week to take their child with a serious health condition to their weekly doctor’s appointment.
Qualifying Exigency Leave:
Eligible employees with a spouse, son, daughter or parent, who is a member of the Armed Forces (including the National Guard and Reserves), on covered active duty or call to covered active duty may use their 12 week entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternate childcare, addressing certain financial and legal arrangements, attending certain counseling sessions and attending post-deployment activities(within 90 days of end of covered active duty).
Military Caregiver Leave:
Eligible employees with a spouse, son, daughter, parent or next of kin of a covered service member with a serious injury or illness may take up to 26 weeks of leave during a single 12-month period to provide care for the service member. A serious illness or injury is an injury or illness that occurred in the line of duty while on active duty.
Please see Policy SPP 7.018 for any other details
Do I get paid while I am out on leave?
FMLA, Intermittent FMLA and Leave of Absence are considered unpaid leaves. However, you are required to use any Paid Time Off (PTO) that you have available each pay period until either your exhaust your PTO or return to work. You must use your PTO up to your normally assigned schedule. For example, if you normally work 40 hours per week, you must use 40 hours from your available PTO balance 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, please visit the Short Term Disability link and the Long Term Disability link in the Quick Links section of this page.
Can I keep my benefits and insurance while I am out on leave?
You are eligible to keep your payroll deducted benefits for up to 12 weeks if your premiums are paid. If you do not have any PTO available and are not receiving a bi-weekly check, you will receive an invoice for your premiums. These premiums invoiced include Health, Flexible Spending Account, Dental, Long Term Disability and any Supplemental Life Insurance (including Child Life and Spouse Life).
After 12 weeks, your coverage will cancel and you will be offered COBRA for Health, Flexible Spending and Dental insurance.
|Employee Medical LOA (Non-FMLA).pdf||(533913)||Employee Medical LOA (Non-FMLA) Request Form||Download|
|MEDICAL LOA - FAMILY MEMBER (Non-FMLA).pdf||(240594)||Family Member Medical LOA (Non-FMLA) Request Form||Download|
|MILITARY SERVICEMEMBER CERTIFICATION.pdf||(221484)||Military Service Member Certification Form||Download|
|Other Type Leave Request (2016).pdf||(84889)||LOA Request Form||Download|
|FMLA Request (2016).pdf||(84438)||FMLA Request Form||Download|
|Employee Medical Certification Form.pdf||(209374)||Employee Medical Certification Form||Download|
|Family Members Medical Certification.pdf||(328632)||Family Member Medical Certification Form||Download|
|Military Servicemember Serious Injury.pdf||(238928)||Military Service Member Serious Injury Form||Download|