Under the federal Family and Medical Leave Act (FMLA), all employees can take up to 12 work weeks off for:
- The birth of a child, or placement of a child with you for adoption or foster care.
- Your own serious health condition.
- Because you are needed to care for your spouse, child or parent due to his/her serious health condition.
- Because of a qualifying exigency arising out of the fact that your spouse, son, daughter or parent is on covered active duty or call to covered active duty status with the Armed Forces.
- Because you are the spouse, son, daughter, parent or next of kin of a covered service member with a serious injury or illness.
FMLA does not provide any additional leave. It does protect your job while you are gone. Your job responsibilities, pay status and/or working hours should not be changed upon your return to work.
Employees are eligible for FMLA if they have worked at TMCC for a total of 12 months and have worked for at least 1,250 hours (average of 24 hours per week) during the 12 months preceding the requested date of the leave.
Taking FMLA Leave
FMLA requests should be made at least 30 days in advance of the date the leave would begin. When advance notice is not possible due to unforeseen or emergency situations, requests should be made as soon as the time needed is known.
When on FMLA leave, employees may use any accrued sick leave. If accrued sick leave is exhausted, the employee may use accrued annual leave. When all leave is exhausted during the absence, the remaining FMLA leave will be designated as leave without pay.
FMLA may be taken all at once, intermittently, or on a reduced leave schedule (working less than the usual number of hours in a week) if medically necessary. An intermittent or reduced schedule to care for a new child should be coordinated with the manager of the employee and Human Resources.
Medical Benefits and FMLA
Medical benefits will continue while on approved leave for FMLA. Employees are responsible for the employee portion of the health insurance premiums, which will be deducted during paid status. Arrangements to cover premiums during unpaid status can be made by contacting the BCN Benefits Office at 775-784-6082.
Returning to Work
An employee may be required to provide certification from a health care provider indicating fitness to return to work. Employees should contact the Human Resources Office and their supervisor as soon as possible to arrange for return to work. At least two days advance notice may be required prior to return to active status.
Apply for FMLA
To apply for FMLA please contact Human Resources.
Employees may be asked to provide periodic updates, and TMCC may require a second medical opinion.