FMLA/OFLA and Leaves of Absence

FMLA / OFLA Instructions for Employees

The following forms will need to be completed once you have notified the City Manager's Office and your supervisor of a need for FMLA/OFLA leave.  If you have any questions or need assistance, please call Administrative Services Director Cecily Pretty at 541-367-8969 or email cpretty@sweethomeor.gov.  Fax 541-367-1215.

                                          For more information, please visit the U.S. Department of Labor Wage and Hour Division
                                                                    Fact Sheet 28: the Family and Medical Leave Act - Overview.

1. Submit a Request for Protected Leave FMLA/OFLA Form to the City Manager's Office to determine eligibility.  Qualifying Events are listed below.

• Employee's serious health condition
• Family member's serious health condition
• Sick Child
• Parental leave
• Pregnancy
• Family member injured while on active military duty
• Qualifying exigency related to family member's active duty military call-up
• Bereavement leave for death of a family member

2. Complete a Health Care Provider Certification Form (Your doctor will need to complete this form).  This form needs to be completed and returned to the City Manager's Office within 15 days.  Your leave will then be designated and tracked.  This form is not required for Bereavement Leave.

3. When you have been released to return to work, have your Doctor complete a Release to Work Authorization Form.  This must be done prior to returning to work.  This includes light duty, reduced hours or returning full time.

 
 Things to know:

• FMLA/OFLA is unpaid, however employees are entitled to use their accrued leave.
• Employees are generally entitled to 12 weeks of leave within any one 12 month period.
• FMLA/OFLA runs concurrently (at the same time) for a combined total of 12 weeks.  Leave may be continuous or intermittent.  Intermittent is tracked by the hours taken; contact HR for assistance.
• Leave Accruals: Leave accrual will not accumulate while on unpaid FMLA/OFLA leave.
• Employee Self Serve:  Contact your supervisor to discuss how/when your time will be entered.
• Insurance: During FMLA leave, (this does not apply to OFLA leave) the employer must maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work.  The City will continue to make its contribution; but if there are any out-of-pocket expenses, you will need to make arrangements with Payroll to pay your portion