(A) The Family and Medical Leave Act of 1993 establishes the right for “eligible” employees to take up to 12 weeks of unpaid, job-protected leave during a calendar year for certain family and medical reasons. Employees are “eligible” if they have been on the village’s payroll for at least 12 twelve months and have worked at least 1,250 hours during the 12 months prior to the commencement of the leave. The 12 months do not have to be consecutive, in determining the hours worked, vacation, personal, sick leave, or unpaid leave would not be included. Overtime hours would be considered hours worked. However, an employee’s entitlement to leave for the birth or placement of son or daughter for adoption or foster care shall expire at the end of the 12-month period beginning on the date of such birth or placement.
(B) Eligible employees whose spouse, son, daughter, or parent is on covered active duty or called to covered active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period.
(Ord. 1447, passed 10-20-2009; Ord. 1473, passed 12-7-2010; Ord. passed 1-1-2019)