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U. S. Office of Personnel Management
Compensation Administration
FEDERAL EMPLOYEE ENTITLEMENTS
under the
FAMILY AND MEDICAL LEAVE ACT OF 1993
(effective August 5, 1993)
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ENTITLEMENT
Sections 6381 through 6387 of title 5, United States Code, as added
by Title II of the Family and Medical Leave Act 1993 (FMLA) (Public Law
103-3, February 5, 1993), provides covered Federal employees with entitlement
to 12 workweeks of unpaid leave during any 12-month period for the following
purposes:
- the birth of a son or daughter of the employee and the care of such
son or daughter;
- the placement of a son or daughter with the employee for adoption or
foster care;
- the care of spouse, son, daughter, or parent of the employee who has
a serious health condition; or
- serious health condition of the employee that makes the employee unable
to perform the essential functions of his or her positions.
Under certain conditions, FMLA leave may be taken intermittently, or
the employee may work under a work schedule that is reduced by the number
of hours of leave taken as family and medical leave. An employee may elect
to substitute annual leave and/or sick leave, consistent with current laws
and regulations, for any unpaid leave under the FMLA. FMLA leave is in
addition to other paid time off available to an employee.
JOB BENEFITS AND PROTECTION
- Upon return from FMLA leave, an employee must be returned to the same
position or to an "equivalent position with equivalent benefits, pay,
status, and other terms and conditions of employment."
- An employee who takes FMLA leave is entitled to maintain health benefits
coverage. An employee may pay the employee share of the premiums on a current
basis or pay upon return to work.
ADVANCE NOTICE AND MEDICAL CERTIFICATION
- The employee must provide notice of his or her intent to take family
and medical leave not less than 30 days before leave is to begin or as
soon as is practicable.
- An agency may request medical certification for FMLA leave taken to
care for an employee's spouse, son, daughter, or parent who has a serious
health condition or for the serious health condition of the employee.
This is a brief summary of your entitlements and responsibilities under
the FMLA. Contact your agency personnel office for additional information.
Page updated 3 December 1999