FMLA

Employers: employers with 50 or more employees within 75-mile radius
Duration: up to 12 weeks during a 12-month period, or up to 26 weeks to care for an injured service member
Reasons: birth and care of a newborn child; placement of an adopted or foster child with the employee; to care for an immediate family member with a serious health condition; employee's own serious health condition (including incapacity due to pregnancy)
Eligibility: employed for at least 12 months and worked at least 1,250 hours over the past 12 months.
Benefits: under the same conditions as when actively employed. Upon returning from leave, the employee portion of your benefits will be deducted from your paychecks as noted in the employee's payback schedule. * You will not receive company medical waiver amounts when you are on leave unless you use your sick and PTO.
Job Protection: the employee must be restored to an original or equivalent job with equivalent pay, benefits, and other terms and conditions of employment.
Compensation: unpaid – employee may be eligible for SDI, PFL, or may use PTO or sick days.
ESOP Shares: not using sick or PTO while out on leave may result in a reduction in ESOP shares.

FMLA can be taken all at once or in increments.

If you need an FMLA extension, please notify HR within two working days.