Content Information
The Family and Medical Leave Act (FMLA) was signed into law on February 5, 1993, and was revised effective January 16, 2009. The National Defense Authorization Act (NDAA) amended the FMLA on January 28, 2008, and October 28, 2009. New regulations to implement certain aspects of the NDAA amendments became effective March 8, 2013.
The FMLA allows eligible employees to take job-protected leave for the birth, adoption, or foster placement of a son or daughter, the employee’s own serious health condition, or to care for a child, spouse, or parent with a serious health condition. It also provides the right to take leave to care for an ill or injured covered service member or veteran, or when a qualifying exigency exists.
An employee on FMLA leave is also entitled to have health benefits maintained while on leave as if the employee had continued to work instead of taking leave. If an employee was paying all or part of the premium payments prior to leave, the employee continues to pay his or her share during the leave period.
The following information is intended to assist you in administering the FMLA. The State uses as guidance, Title 29, Part 825 of the Code of Federal Regulations to administer this policy.