Family and Medical Leave FAQ

Family and Medical Leave Act (FMLA)—General Provisions

The following text is from the federal notice, Employee Rights and Responsibilities Under the Family and Medical Leave Act. Specific information that the district has adopted to implement the FMLA follows this general notice.

Leave Entitlements

Eligible employees who work for a covered employer 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 1 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 service member’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.

Employees shall use all paid leave while taking FMLA leave which includes but not limited to comp time, local leave, state personal leave, state sick leave, exemplary attendance, vacation, and floating holidays. Employees receiving non‐duty days shall also be required to take available non‐duty days while on an approved FMLA status. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.

Express Milk Schedule Request Form

FMLA Leave of Absence Request

FMLA Military Leave of Absence Request Form

Employee Rights under FMLA | Derechos Del Empleado Segun La Ley de Ausencia Familiar y Medica

The Catastrophic Leave Bank (CLB) assists members of the bank dealing with their own unexpected catastrophic "serious health condition" (as defined by the Family Medical Leave Act) that force them to exhaust all paid leave and would result in a loss of income. 

CLB GUIDELINES

To use Catastrophic Leave Bank, you must meet the following criteria: 

• Be a member of the Catastrophic Leave Bank. If you’re not, you’ll need to enroll at Open Enrollment.
• Be out of work for at least 7 consecutive days and all other paid-leave must be exhausted. 
• Have a current FMLA case
• Prior to joining CLB, employees must not have a pre-existing condition (condition must be the same as the reason for CLB application)
• Must be a catastrophic illness or injury as defined by Board Policy DEC (Local)

If employees meet the critiera, they are eligible and can email the Benefits and Compensation Department at HR-CompandBenefits@IrvingISD.net.