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Rockdale County Public Schools

Family and Medical Leave Act (FMLA)

 

Please Read Carefully

It is the purpose of Rockdale County Public Schools ("RCPS") to set out in these regulations a summary form of the provisions of the federal Family and Medical Leave Act ("FMLA" or "Act"), its implementing regulations, and all subsequent Acts or regulations. Any portion of this regulation that is inconsistent or contrary to the Act(s) is unintentional and shall not be given effect. As to the interpretation of this policy, the Board’s employees should look to the Act itself and its regulations.

WHEN TO REQUEST FMLA

If you meet one of the qualifications, you may apply for FMLA. If you expect to be out of work in excess of 10 days, you must apply for FMLA. A 30-day notice of pending leave is required when the leave is foreseeable. In any event, written notice in the form of this application should be submitted by you as soon as possible. Failure to submit a completed FMLA application (including supporting documentation such as medical certification) within 15 days of absence could result in automatic denial of FMLA and possible employment action.

ELIGIBILE EMPLOYEES

Employees of the Rockdale County Board of Education ("Board") who have been employed by the Board for at least 12 months and who have worked at least 1,250 hours during the 12-month period immediately preceding the commencement of the leave are eligible to take unpaid leave under the FMLA. An eligible employee may take up to 10 consecutive days of sick leave. If the eligible employee anticipates being absent in excess of 10 days, they may apply for FMLA.

QUALIFYING REASONS FOR FMLA

An eligible employee may request leave for one or more of the following reasons:

Birth of a son or daughter and to care for such son or daughter;

Placement of a son or daughter with the employee for adoption or foster care;

To care for the employee’s spouse, or a son, daughter, or parent, if that person has a serious health condition;

Serious health condition of the employee that makes the employee unable to perform the functions of the position of such employee;

Any qualifying exigency (refer to the Act for qualifying exigencies) arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on active duty (or has been notified of an impending call or order to active duty) in the Armed Forces in support of a contingency operation; and

Military caregiver leave to care for a covered service member with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the service member.

In the event of the birth, adoption, or foster placement of a son or daughter, all leave must be completed consecutively once the approved start date begins ups to 12 weeks after the birth, adoption, or foster placement.

Except as provided below, an employee may take up to a total of 12 weeks leave during any 12- month period. A “rolling year” shall be used to determine the 12-month period during which the leave entitlement may occur. That is, each time an employee takes FMLA leave, the remaining leave entitlement would be any balance of the number of weeks that has not been used during the immediately preceding 12 months (Refer to C.F.R. § 825.200(b)(4).)

If both spouses work for the school system and both are eligible for FMLA leave, they are authorized to take only a combined total of 12 weeks leave during any one (1) 12-month period to care for a newborn or adopted child, a child placed with the employee for foster care, or a parent with a serious health condition.

INTERMITTENT OR REDUCED LEAVE

An employee may take leave on an intermittent or reduced leave schedule where it is medically necessary due to the serious health condition of a covered family member, the employee, or the serious injury or illness of a covered service member, or when necessary, because of a qualifying exigency. RCPS will require a certification, in the form designed by RCPS, to document the necessity of such intermittent leave or reduced schedule leave.

HOW TO APPLY FOR FMLA

FMLA Step 1 Diagram
  • Verify information and click Send Form

FMLA Step 2 Diagram
  • You will receive an email with a link to create your account and begin your FMLA Request.

  FMLA Step 3 Diagram

FMLA Step 4 Diagram

  • Once you've sent your form, you will receive an email within 5 working days notifying you of your eligibility status.

  • If you are eligible for FMLA, you will receive an email requesting your physician’s information and the certification form will be sent directly to them. The physician can elect to complete the certification online or you may print a copy of the certification form to give to your physician.

  • Once all information has been received (completed FMLA application and physician certification), you will receive an approval email outlining the details of your FMLA leave.
 

NOTE: It is the employee’s responsibility to ensure the FMLA application guidelines are followed, and the completed FMLA application form is submitted to the FMLA Office. If you have any questions regarding FMLA, please contact Jaime Oliver at 770-860-4296 or email [email protected]