FMLA

Family and Medical Leave Information
For further information, please contact Payroll

 

Washington Paid Family & Medical Leave

For detailed information, go directly to the Washington State Employment Security's Paid Leave website: https://paidleave.wa.gov/ 

Notes:

  • Employees need to provide their employer with written notice that they are applying for WA Pd FMLA
  • Employees must apply directly with the Employment Security Office
  • Employees may not able to receive their regular pay and collect WA Pd FMLA at the same time
  • Wages and hours paid through WA Pd FMLA do not count toward retirement service credit with the Department of Retirement Service

 


 Family and Medical Leave Act

For detailed information, go directly to the U.S. Department of Labor website:  https://www.dol.gov/agencies/whd/fmla

Notes:

  • This act provides job security for 12 weeks, but not paid leave
  • Employees need to provide a leave request form with approximate dates of absence
  • Employees need to provide a written note from a health care provider of the need to be off work either for themselves or to care for a family member.
  • Employees need to provide a release to return to work from their health care provider if they are the one who was ill.
  • Employees may use leave balances, WA Pd FMLA or a combination of both to receive pay during FMLA.

 


Families First Coronavirus Response Act (FFCRA)

Two types of Leave available April 1, 2020 through December 31, 2020:

Emergency Paid Sick Leave (EPSL)

Expanded Family and Medical Leave (EFMLA)

Please see the U.S. DOL Questions and Answers Page:
FFCRA Q&A Page

 

Notes:

  • If the employee is able to work or telework, then both EPSL & EFMLA are not available

  • If an employee has already accessed FMLA this year, then the weeks of used FMLA need to be deducted from the 12 weeks of EFMLA that would be available
     
  • If an employee uses the EPSL and/or EFMLA for child care now and then become sick from Covid-19 or any other illness, later this year, they do not have access to additional weeks.  12 weeks total is allowed in a 12 month period.

  • In order to use EPSL, an employee must provide documentation: 1. The source of any quarantine or isolation order related to Covid-19 2. Written documentation by a health care provider advising the employee (or family member) to self-quarantine due to concerns related to Covid-19 3. Written notice that you are experiencing symptoms and name and contact information of health care provider you are seeking diagnosis from.

  • In order to use EFMLA to care for a child, an employee must provide appropriate documentation: 1. An official notice that the school or day care is closed 2. An email from an official of the school, place of care or child care provider 3. A notice from the employer that you are not able to telecommute.
  • EFMLA is at 2/3 of your salary up to a maximum of $200 per day or $12,000 total.

  • EPSL is at 2/3 of your salary up to $200 per day or $2,000 total for some reasons and at 100% of your salary up to $511 per day or $5,110 total for other reasons (see notice)
     
  • Communication and preauthorization with both your supervisor and payroll is necessary to make sure guidelines are followed as this leave must be paid separately for both tracking and taxing purposes.

  • For Frontline Absence Management Users, there are absence reasons available for these specific leaves.

  • Employees who submit monthly time sheets should record these hours in the hours absent column with a description of which leave you are taking (EPSL or EFMLA)

 

 


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