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The Family and Medical Leave Act of 1993, as amended in 2008, allows eligible employees of a covered employer to take job-protected, unpaid leave, or to substitute paid leave if earned or accrued.
To be eligible for family medical leave employees must have:
Leave may be taken for the following qualifying events:
For serious health conditions:
For Birth or Placement of a Child:
For a Qualifying Exigency related to military deployment of your spouse, child, or parent:
If the need for leave is foreseeable, requests must be submitted at least 30 days prior to taking the leave, or if this is not possible, on the same or next business day of learning of the need for leave. Absent approval of a timely request for extension due to extenuating circumstances, documentation supporting the need for foreseeable leave must be submitted prior to the beginning of the leave, but no later than 15 calendar days after notice of the need for leave.
If the need for leave is not foreseeable, requests must be submitted in accordance with general leave request policies – 15 minutes before the shift or one hour before shift in a 24/7 operation - barring extenuating circumstances which prevent notice by the employee, or employee’s spokesperson, within that time frame. Absent approval of a timely request for extension due to extenuating circumstances, documentation supporting the need for unforeseeable leave must be submitted no later than 15 calendar days after the beginning of the leave.
Leave taken for FML must be documented in your timesheet/attendance report. If you submit your time through PeopleSoft® Time & Labor, use Quick Steps for Recording Use of FML in PS/Time & Labor.
Concurrent use of compensatory time earned, sick, vacation, or personal leaves, worker’s compensation or the state’s Short/Long Term Disability Plan should also be recorded for each day on the applicable timesheet/attendance report required by your agency.
If there is a chance that a leave for the employee’s own serious health condition may last more than 30 calendar days, then the employee should apply for the state’s Short/Long Term Disability Plan by completing and submitting these forms to the address/fax listed on the forms as soon as the need for leave becomes known.
Employee completes these forms:
Doctor completes this form:
HR staff assigned to your agency complete this form:
Information about submitting a claim and the State’s Short/Long Term Disability Plan are located at these two links:
State and Federal Policies on Family-Medical Leave
These documents explain how family-medical leave is administered by the State of Indiana for its state employees. It does not apply to other employers.
US Department of Labor’s Notice to Employees of Rights under the FMLA
This document is required by the US DOL to be provided to employees of covered employers. The State of Indiana is a covered employer.