Family Medical Leave Act (FMLA)

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Welcome to FMLA - Watch FAQs Video

What is the Family and Medical Leave Act (FMLA)?

FMLA is a federal law which came into effect in 1993. It requires the City of Savannah to grant eligible employees up to 12 weeks of FMLA job-protected leave per rolling 12 month period for specified medical reasons.

Under what circumstances can FMLA leave be requested?

FMLA leave may be requested at any time; however, this does not automatically mean the leave will be granted or that the employee is eligible for FMLA leave. AbsencesResources must determine if the leave requested falls under the protection of the FMLA. The City of Savannah is required to inform the employee of FMLA rights when made aware of the condition. In addition, the department head, human resources personnel, payroll personnel,  administrative assistant, and timekeepers will be made aware of the approval dates.

Is FMLA paid leave?

No, FMLA is unpaid leave. However, if available an employee may use their paid leave to run concurrently with their FMLA. In addition, an employee is eligible for leave donations once any available personal leave is exhausted. 

Donate Leave or Request Leave Donation: 

How does FMLA benefit me?

Qualified approved requests will provided the following benefits under FMLA:

  • 12 weeks of job-protected leave per year
  • Maintenance of health care benefits. *Employees are responsible for all missed premiums and will be deducted from pay for any missed premiums upon return to work.
  • Job restoration upon return from FMLA

Three (3) requirements must be met to use FMLA leave:

  1. Must have been employed by the City for a total of 12 months.
  2. Must have worked a minimum of 1,250 hours during the 12 months prior to the first day of taking FMLA leave.
  3. Must have a serious medical condition, either the employee or their immediate family member.

What circumstances may FMLA leave be used?

FMLA leave is available if employee is certified as having a health condition as defined under FMLA and meets the eligibility criteria. FMLA may also be used if an immediate family member has a health condition and needs personal care.

What types of illnesses qualify for leave under FMLA? 

  • Conditions requiring an overnight stay in a hospital or other medical care facility. 
  • Conditions that incapacitate you or your family member (for example, unable to work or attend school) for more than 5 consecutive days and have ongoing medical treatment (either multiple appointments with a health care provider, or a single appointment and follow-up care such as prescription medication).
  • Chronic conditions that cause occasional periods when you or your family member are incapacitated and require treatment by a health care provider at least twice a year.
  • Pregnancy (including prenatal medical appointments, incapacity due to morning sickness, and medically required bed rest). *As delivery date approaches, provide any updates or changes to AbsenceResources. If updates to your leave are not communicated in a timely manner, your job protection and/or benefits that you qualify for may be delayed.*

Who qualifies as immediate family member?

A child, spouse, or parent qualifies as immediate family member under FMLA guidelines.

How To Apply For & Track FMLA  

After Leave is Approved, When is Employee Required to Contact AbsenceResources?

Continuous Leave: 

If any of the following apply, contact AbsenceResources immediately:

  • Require an extension of your current leave
  • Do not expect to return to work at all
  • Returning to work earlier than anticipated
  • Circumstances have changed for any other reason

If any of the above apply and you fail to contact AbsenceResources, you may suffer a loss of leave protection, including your right to be restored to employment. 

Intermittent Leave: 

For time absent from work to be protected, employee must:

  1. Contact AbsenceResources to report intermittent leave used
  2. Follow department's standard “call-in” procedure for each absence related to intermittent leave.  Failure to contact both parties may result in time off work being unprotected.