• 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

    Questions / Contact Information

    Jenifer Rodriguez
    Benefits Specialist
    P: 281-328-9200 ext 1233