• FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees 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 one 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 servicemember’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.

    The district employee must meet three criteria in order to be eligible for FMLA leave. The employee must:

    • Have worked for the employer for at least 12 months;
    • Have at least 1,250 hours of service in the 12 months before taking leave; and
    • Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite.

    Employee Rights Under the Family and Medical Leave Act
    FMLA Employee's Guide

    FMLA Request Form
    FMLA/Disability Request Form