From 4.13 of the Employee Handbook
The Family and Medical Leave Act (FMLA) entitles eligible employees to take job-protected leave for specified family and medical reasons with continuation of health insurance coverage under the same terms and conditions as if the employee had not taken leave. The leave may be paid, unpaid, or a combination of both. Employees who have worked for the Library for at least 1,250 hours over the previous 12 months are entitled to up to 12 weeks of leave for any of the following reasons:
For incapacity due to pregnancy, prenatal medical care, or childbirth;
To care for the employee’s child after birth, or placement for adoption or foster care; To care for the employee’s spouse, child, or parent who has a serious health condition;
For a serious health condition that renders the employee unable to perform his or her job;
Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty.”
Employees may be eligible for 26 workweeks of leave during a 12-month period for caregiver leave when an eligible employee’s spouse, son, daughter, parent, or next of kin is a wounded service member.
Employees must request FMLA leave at least 30 days in advance of a foreseeable event or as soon as practical if unforeseeable. Employees are required to provide medical certification to the Human Resources Department to support the leave request.
FMLA leave may be taken intermittently. The Library will require an employee to use any accumulated paid leave prior to taking unpaid leave.
For the purposes of FMLA, a year begins on the date of the qualifying event.