Balancing demands of the workplace with needs of families
The Family and Medical Leave Act of 1993 (FMLA) is a US federal law. It requires companies to provide employees job-protected, unpaid leave for qualified medical and family reasons. The FMLA was intended “to balance the demands of the workplace with the needs of families.”
Full-time and part-time employees are eligible for FMLA leave if they have been employed with Maritz for at least one year and have worked at least 1,250 hours in the prior 12-month rolling period immediately preceding the first day of leave.
Eligible employees can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons:
The birth of a child or placement of a child for adoption or foster care;
To bond with a child (leave must be taken within one year of the child’s birth or placement);
To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;
For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent. An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.
An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule.
Although FMLA leave is unpaid, Maritz requires employees to use any available paid leave concurrently with FMLA leave until exhausted before any remaining leave is unpaid. If the employee is eligible for short-term disability benefits, those benefits will be paid, while at the same time counting the time off work towards the 12 weeks of FMLA leave. If disability benefits end prior to the date the FMLA leave ends (for example, during a maternity leave), the employee will use all vacation pay remaining for the fiscal year until exhausted next, before the rest of the FMLA leave is unpaid. If the absence is for the employee’s illness and the leave doesn’t qualify for short-term disability pay, sick pay may be used first at manager’s discretion until exhausted before any vacation pay is used.
For instructions regarding how to file your FMLA leave request and additional information about the leave process, (including your responsibilities while out on leave), please click on the links below:
Have questions? Contact Karen Hart, Benefits Coordinator at Karen.firstname.lastname@example.org or (636) 827-1160.