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There are changes to the application of the Family and Medical Leave Act as a result of new regulations, which are effective January 16, 2009.
The Family and Medical Leave Act requires qualifying employers to provide at least 12 weeks of leave (with or without pay) with benefits within a 12 month period for the reasons described below for Sick, Parental and Family Care (SPF) Absence and Military Exigency Absence, and 26 weeks (with or without pay) with benefits within a single 12 month period for Military Caregiver Absence described below, as long as the employee was employed at least one year and worked at least 1,250 hours during the previous 12 month period. SPF Absence, Military Exigency Absence and Military Caregiver Absence are designated as FMLA leave in accordance with the provisions of the FMLA.
Sick, Parental and Family Care (SPF) Absence is a paid or unpaid absence from work with benefits due to the serious health condition of an employee, the serious health condition of a qualifying family member when the employee is attending to the medical needs of the family member, or for the birth, adoption or foster care placement of a child.
Military Exigency Absence is a paid or unpaid absence from work with benefits arising from the fact that a spouse, parent or child of any age is on active duty in support of a contingency operation or has been notified of an impending call or order to active duty in the Armed Forces as a member of the national guard or a member or retired member of a reserve branch of the Armed Forces.
Payment for Unused Earned Leave at Termination
Military Caregiver Absence is a paid or unpaid absence from work with benefits due to the serious injury or illness of a service member who is a family member when the employee is attending to the medical needs of the service member.
SPF FAQ’s
Notice to Employees
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