HR 3.03(A) Family and Medical Leave Policy and Procedure

Question 1

Who does the FMLA policy apply to?

Answer 1

All full and part-time employees of the City as defined by the Code of the City of Virginia Beach.

Question 2

What teo eligibility requirements must be met in order for employees to be eligible for FMLA?

Answer 2

A) Have completed at least 12 months if City Service.
B) Have worked at least 1250 hours during the 12 months immediately preceding the first day the FML designated leave is to begin.

Question 3

What are qualifying events in which an eligible employee may use FML?

Answer 3

A) The birth of a child, post birth care and bonding, adoption or placement with the employee of a child for foster care OR
B) The employee’s own serious health condition
C) The care for a spouse, child, parent with a serious health condition.
D) Military care giver leave
E) Military family leave for qualifying exigencies caused by a spouse, parent or child who belongs to the regular armed forces is being called for deployment to a foreign country, or a member of the reserves or National Guard being called to active duty deployment to a foreign country and certain retired members of the armed forces is called to active duty in support of a contingency operation.

Question 4

Pursuant to FMLA, an eligible employee with a qualifying event shall have up to how many work weeks of unpaid leave?

Answer 4

12

Question 5

How much FMLA leave is permitted for military caregiver leave for a qualifying service member in a single 12 month period?

Answer 5

26 Work weeks of Unpaid Leave

Question 6

Does light duty count toward the 12 week entitlement of FML leave?

Answer 6

No

Question 7

Are employees required to use paid tie off for FML?

Answer 7

No

Question 8

If an employee chooses to use paid time off (annual leave, sick leave, and comp time) in lieu of leave without pay does this leave count towards the 12 or 26 work weeks provided under FMLA?

Answer 8

Yes

Question 9

How many days does an employee have from the date the employee receives the Notice of Eligibility & Rights and Responsibility, HR Form FMLA-1?

Answer 9

15 Consecutive Calendar days

Question 10

When a certification is submitted with inof that is incomplete, vague, or ambiguous the department shall complete what form?

Answer 10

Designation Notice HR Form FMLA-2

Question 11

The Designation Notice HR Form FMLA-2 requires the employee to resubmit a complete certification within how many calendar days?

Answer 11

7 calendar days from the Designation Notice

Question 12

What is HR Form FMLA-6 used for?

Answer 12

Certification of Qualifying Exigency for Military Family Leave,

Question 13

What is HR Form FMLA-3 used for?

Answer 13

Certification of Health Care Provider for Employees Serious Health Condition.

Question 14

What is HR Form FMLA-4 used for?

Answer 14

Certification of health Care Provider for Family Member’s Serious Health Condition.

Question 15

What is HR Form FMLA-5 used for?

Answer 15

Certification for serious injury or illness of Covered Service Member

Question 16

When FMLA is needed for a permanent long-term serious health condition, how often is certification required?

Answer 16

Annually

Question 17

What if HR Form FMLA-1 used for?

Answer 17

Notification of Eligibility & Rights and Responsibility.

Question 18

If the requested FMLA is qualifying the department shall designate an employee’s request for leave as FML within how many business days?

Answer 18

5

Question 19

What is HR Form FMLA-2 used for?

Answer 19

Designation Notice

Question 20

A Designation Notice HR Form FMLA-2 is required to be provided to the employee within how many days?

Answer 20

5 business days for each FMLA qualifying event in 12 month period.

Question 21

If the need for leave is foreseeable, employees shall request FML for a serious health condition at least how many days in advance?

Answer 21

30

Question 22

The employee is required to submit the fully completed medical certification (HR Certification of Health Care Provider for Employee’s Serious Health Condition, HR From FMLA-3 to OSH within how many days?

Answer 22

15 Consecutive days from the date the employee receives the Notice of Eligibility & Rights and Responsibility, HR Form FMLA-1.