Family Medical Leave Act (FMLA)
The Family Medical Leave Act (FMLA) is a federal law that provides eligible employees up to 12 weeks of leave each calendar year. While FMLA is unpaid, job protected leave, we choose to partner FMLA with our paid Medical Leave or Parental Leave policy, as applicable. To learn more about FMLA, please refer to our Employee Handbook for more detail.
The Basics
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To be eligible for FMLA, you must have been employed for at least 12 months and have worked for at least 1,250 hours in the previous 12-month period.
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FMLA leave may be requested to provide care to covered family members with a serious health condition.
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FMLA does not provide leave to care for adult children, parents-in-law, grandparents, siblings, aunts, uncles, nieces, nephews, significant others, etc.
How to Request:
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Regardless of the reason for your leave, be sure to notify HR Benefits Staff as soon as possible.
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In the instance of a foreseeable need, you must provide your HR department with at least 30 days notice before FMLA leave is to begin, if it is feasible.
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While you may not be eligible for FMLA, there may be accommodations available to assist you throughout your workday. Contact your HR Benefits team!
How FMLA affects your Benefits
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While you’re on FMLA leave, you may continue your insurance coverage (medical, dental, vision, basic life, AD&D, LTD, etc.) and we will continue paying its usual portion of premiums.
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If you are on unpaid leave, your share of the insurance premiums will be pulled from your Payroll Account.
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Contributions to your 401(k) and/or 457(b) accounts will continue unless you cancel them.
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401(k) loans: If you’re receiving less than full time pay and it’s not enough to cover your loan payments, you’ll need to make additional monthly payments or repay the loan in full. A Principal representative can help with the details.
During your leave, keep in mind:
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If you’re continuing your benefits and want to enroll a family member, you’ll need to do so within 30 days after the person becomes eligible (or wait until the next Open Enrollment period). You’ll also need to unenroll ineligible family members promptly.
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Stay in contact with your HR Benefits Representative as updates are received.
If you choose to end employment while on paid leave:
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Contact your HR Benefits Representative to discuss.
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Failure to return to work for 30 calendar days will result in your need to reimburse GreenState for their share of health insurance payments.
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If you want to continue benefits coverage through COBRA make sure to complete and return your COBRA enrollment paperwork to EverythingBenefits.
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If you have a 401(k) loan outstanding, you need to either repay it in full or, within 30 days post employment or leave the loan unpaid. This option means the outstanding loan amount will be treated as a taxable distribution.
Required Notices
As applicable, below please find state notice information.