Family Medical Leave Act (FMLA)
Basic Leave Entitlement. FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:
- For incapacity due to pregnancy, prenatal medical care or child birth;
- 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.
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 arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
Eligibility Requirements. Employees are eligible if they have worked for a covered employer for at least one year and 1,250 hours over the previous 12 months.
Definition of Serious Health Condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.
Local FMLA provisions
Eligible employees can take up to 12 weeks of unpaid leave in the 12-month period beginning on the first duty day of the school year.
Use of paid leave. Family and medical leave runs concurrently with accrued sick and personal leave, temporary disability leave, compensatory time, assault leave, and absences due to a work-related illness or injury.
Combined leave for spouses. A husband and wife who are both employed by the district are limited to a combined total of 12 weeks of FMLA leave to care for a parent with a serious health condition; or for the birth, adoption, or foster placement of a child. Military caregiver leave for spouses is limited to a combined total of 26 weeks.
FMLA forms: (submit the Leave Request form and the appropriate Certification of Health Care Provider form)
Intermittent leave. When medically necessary, an employee may take leave intermittently or on a reduced schedule. The district does not permit the use of intermittent or reduced-schedule leave for the care of a newborn child or for adoption or placement of a child with the employee.
District contact. Employees that require FMLA leave or have questions should contact the Human Resources department at 817-598-2836 for details on eligibility, requirements, and limitations.
Please see the FMLA process below.
The Families First Coronavirus Response Act (FFCRA or Act) requires school districts to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. The Department of Labor’s (Department) Wage and Hour Division (WHD) administers and enforces the new law’s paid leave requirements. These provisions will apply from the effective date through December 31, 2020.
Please see this link for more information regarding the FFCRA.
Please see the work-site poster below developed by the Department of Labor regarding your employee rights.
Leave benefits under the Families First Coronavirus Response Act (FFCRA) apply for the limited time period of April 1, 2020 to December 31, 2020. The amount of paid leave an employee may receive will vary depending on the reason leave is taken. Detailed information is available in the Employee Rights notice above.
An employee requesting emergency paid sick leave and expanded family and medical leave must complete this form and return it to WISD Human Resources, 1100 Longhorn Drive, Weatherford, TX 76086 or firstname.lastname@example.org as soon as the need for leave is identified. Documentation supporting the need for leave should be included when the request is submitted.