• FMLA Frequently Asked Questions

    The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid leave for the following most common reasons:

    • The employee’s own serious health condition
    • The serious health condition of a spouse, parent or child
    • Bonding time for birth or adoption of a child

    Other reasons an employee may be eligible for FMLA:

    • A qualifying exigency arising out of the fact that your family member is on covered active duty or has been notified of an impending call or order to covered active duty status. Your family member on covered active duty is your parent, spouse or child.
    • You are needed to care for your family member who is a covered servicemember with a serious injury or illness. You are the servicemember’s parent, spouse, child or next of kin.

    Who qualifies for FMLA?

    Qualified employees are those who have been employed with USD 266 for at least 12 months and worked at least 1250 hours.

    What documentation is required?

    Employees who wish to take FMLA leave will be required to submit documentation from their own or their family member’s doctor to support the need for FMLA leave.  Specific forms are provided by the HR department depending on the reason the leave is being requested.

    Can I use my leave time during my FMLA absence?

    Yes, employees on FMLA-qualified leave are required to use their accrued sick, personal and/or vacation time concurrently (at the same time) as their FMLA leave.  

    Do benefits continue during FMLA leave?

    Yes, benefits continue during the duration of the qualified FMLA leave.  Employees are required to pay their portion of their benefits even during periods of unpaid leave. 

    What if I run out of paid leave?

    If an employee’s paid leave is exhausted, the employee will be required to bring in payment to the district to cover their portion of the benefits that would have been deducted from their paycheck.

    What if I need some days off, but I can still work sometimes?

    FMLA can be used intermittently with approval and documentation from the medical provider. A schedule can be worked out with the supervisor and the HR department.

    What if the date(s) I need to take leave changes?

    No problem.  If an employee’s need for leave changes such as the start date, return date, or other factors, simply notify your supervisor and the HR department and we will be sure to update and document the change in plans. 

    Do I need a doctor’s note to return to work after FMLA leave?

    If an employee takes FMLA leave for their own serious health condition, they may be required to submit a clearance from their medical provider to indicate return to work status and if any restrictions are required.  The HR department will notify an employee if a return to work clearance is required.

    Who do I contact to apply for FMLA leave?

    Contact the HR department.  See the HR and Payroll Team webpage for specific team members who can assist you.