Family Medical Leave
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The Family and Medical Leave Act (FMLA) entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage. FMLA provides eligible employees with leave of absence for up to 12 weeks* per rolling 12-month period. Eligible employees are those who have worked for the employer for at least 12 months (or worked 1,250 hours). Eligible employees are able to use accrued sick and vacation time to carry them through the 12 week period. Please see summaries below for information relating to AUI's Family Medical Leave, Parental Leave, and Frequently Asked Questions. Please see Section 3: Total Rewards for the full policy. |
Family Medical Leave |
Parental Leave |
FAQ's |
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The Observatory provides family medical leave of absence for up to 12 weeks* per rolling 12-month period to eligible employees who request leave under any of the following situations: (1) The birth or adoption of the employee’s child or the placement in the employee’s care of a foster child; (2) The serious illness of the employee’s spouse, child, parent, or stepchild living in the employee’s home; or (3) The employee’s own serious health condition. (4) Qualifying military exigency. Eligible employees are entitled to up to 12 weeks of leave because of "any qualifying exigency" arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation. (5) *Military caregiver leave. An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of leave in a single 12-month period to care for the service member. Eligible employees are required to use any accrued sick leave and vacation leave before the start of unpaid Family Medical Leave (FML). Sick leave may be taken as follows:
Family Medical Leave is unpaid. Use of sick leave, vacation and doctor/dentist visit leave is required to continue your salary on FML. If leave without pay is used, the employee is responsible for paying benefit premiums directly to the Observatory. When an employee who takes FML returns at the conclusion of the FML, s/he will be reinstated to her/his former position, or an equivalent position, with the same pay, benefits, or other employment terms. In any NRAO location where state law provides for greater FML benefits than are required under Federal law, the provisions of the state law shall apply. |
The Family Leave Policy is designed to provide its employees, both male and female, with paid time off from work so they can attend to health related care of family members. The policy also allows for modified work scheduling when feasible. Birth, Adoption or Foster Care Both parents continue to be entitled to Family Medical Leave Act leave, if eligible, as described below:
For helpful graphs on how the benefit works, please see below: *Employees residing in New Mexico have state regulations for additional use of Sick Leave for Family Members above the 120 hours. Virginia Based Staff - Please view the Virginia Reasonable Accommodations for Pregnancy
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