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Family and Medical (FMLA) Policy

Purpose

To provide guidelines for family and medical leave (referred to as "FMLA" leave) in compliance with the Family and Medical Leave Act of 1993.

Summary

Eligibility:
  • Employed Twelve Months
  • Worked 1,250 During Previous Twelve Months

    Hours/Days Per Year:
  • Twelve Weeks/Year

    Eligible employees may request FMLA Leave for any of the following reasons:
  • Birth/Adoption of Child
  • Your Own Serious Health Condition
  • To Provide Care For Child, Spouse, or Parent With Serious Health Condition

    Notification:
  • Planned Treatment - Written Notice 30 Days Prior To Commencement of Leave
  • Unplanned Emergency - Written Notice As Soon As Reasonably Possible

    Limitations:
  • FMLA Leave is unpaid except in cases where paid leave balances are available. Coordination of paid leave balances towards the 12-week period is required by the City of Lewisville. City Policy Requires Paid Leave Benefits To Be Used Prior To Being Placed In An Unpaid Status.
  • Distribution of Leave Benefits
  • Personal and Dependent Care Leave
  • Vacation Leave
  • Holiday Accruals
  • Compensatory Time (Only at Employee Requests)
  • Unpaid Leave

    Employees must conclude leave for the birth or placement of a child for adoption or foster care within 12 months of the event.

    Leave may begin prior to the birth or placement of a child, as circumstances dictate.

    To qualify for medical leave, the health condition or treatment(s) must be such that the employee is required to be absent from work on a recurring basis or for more than a few days for treatment or recovery.

    Multiple reasons for FMLA Leave within the same 12-month period are not eligible for additional 12-week entitlements.

    If both spouses are employed by the City, the aggregate leave for both of them to care for a newly arrived child is limited to 12 weeks during the 12-month period.

    FMLA Leave may be taken intermittently or on a reduced leave schedule to care for a sick family member or to care for an employee's own serious health condition. When the leave is for the birth or adoption of a child, the employee may take leave intermittently with the approval of the Department Director.

    Employees whose serious health condition is caused by a job-related injury and who are eligible for Temporary Income Benefits under the Workers' Compensation Act may be provided 12 consecutive weeks of Supplemental Injury Leave which shall be used initially and will count toward the FMLA 12 week entitlement.

    The City will maintain employer-paid insurance benefits during FMLA Leave including health insurance. Maintenance of such insurance coverage is subject to the specific provisions of each insurance plan.

    The employee is responsible for payment of premiums for dependent coverage and any other employee paid plans.

    If an employee does not return to work from the FMLA Leave, the City can require reimbursement of health premiums paid while the employee was in an unpaid leave status. However, if the employee is unable to return to work due to the continuation, recurrence or onset of a serious health condition, reimbursement will not be required.

    It is the policy of the City of Lewisville to not discharge or discriminate against an employee exercising rights under the federal Family and Medical Leave Act.

    Disclaimer:
    The information provided herein is not meant to create a warranty or right, expressed or implied, to benefits and is provided for informational purposes only. The policy and procedure documents adopted by City Council and/or Federal/State/Local laws are controlling in the event of errors or discrepancies.
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