The Family and Medical Leave Act (FMLA) is a benefit that allows qualified employees to have up to 12 weeks of leave per fiscal year. The law allows eligible employees to take job-protected leave for the birth or adoption of a child, for the care of a child, spouse or parent with a serious health condition, for the employee's own serious health condition, or for the care of a covered military service member.
FMLA Eligibility and Qualification Requirements
Employees must qualify for leave under the FMLA before such leave can be granted; two criteria must be met:
Note: Student employees, wage employees, and faculty are eligible for FMLA leave if the above requirements are met.
Employee Responsibilities under FMLA
Employees have certain responsibilities to fulfill if the leave taken is to be granted or designated as FMLA leave. In general, employees must:
An employee's failure to provide information in a timely manner may result in the delay or denial of FMLA leave.
Employee Responsibilities under FMLA
Supervisor Responsibilities under FMLA
Supervisors are an important first step in the FMLA leave process. Specifically, supervisors will need to notify the HR.Leave@tamuc.edu when an employee's absence triggers a potential need for FMLA leave. This need could be evident when an employee:
Human Resources must be notified immediately if any one of the instances listed above occurs so that the leave can be reviewed for FMLA eligibility. FMLA law mandates that we act in a timely manner after one of the triggers above has become evident.