《家庭和医疗休假法》
The 《家庭和医疗休假法》 entitles eligible employees to job-protected leave for specified family and medical reasons. It also provides for the maintenance of benefits and helps employees balance work, health and family. Employees who have worked for the college for at least 12 months and 1250 hours within the past 12 months may qualify for FMLA. View the FAQ部分 to get answers to the most popular questions.
离开津贴
FMLA/病假允许在下列情况下休假：
- 员工自身的严重健康状况
- 照顾有严重健康问题的配偶、儿子、女儿或父母
- 雇员新生儿的出生及照顾
- 为领养或寄养儿童而安排的雇员安排
- 符合条件的军事紧急休假
- 承保服务人员的疾病/受伤
额外假期福利：
- 病假银行
- 无薪假期（如符合条件）
请假通知书
Contact Benefits at 972.599.3152 or email benefits@collin.edu. Regardless of whether an employee has sufficient paid leave time to cover absences, in order to inform employees of their rights and responsibilities under FMLA and/or determine leave of absence eligibility, 人力资源 must be notified of:
- Any 因家庭或医疗原因缺勤 of more than 三个 consecutive days.
- An absence due to a period of 丧失工作能力和住院治疗。*
- Any employee with a pattern of 断断续续的缺席.
Please note: Prior to taking FML time, the employee will need to ensure their time off is entered through Workday absence reporting. If the employee needs to miss work unexpectedly and returns during the designated time clock week, the employee should enter his/her time upon return to work. In the event the employee is unable to enter his/her time within the designated week, the supervisor or the 人力资源/Benefits team will enter the information on their behalf. In this case, 人力资源/Benefits team will allocate the employee's paid time-off based on their available leave balances.
*In-patient treatment must be received by a medical professional/healthcare provider (HCP), in their facility (doctor's office, etc.) and (1) be followed by at least one more in-person treatment within thirty days (a follow-up) or (2) have a a regimen of continuing treatment, under the supervision of the HCP.
申请休假
1. 审查皇冠体育请假和缺勤委员会政策和FMLA情况说明书：
2. In the following menu, select the appropriate reason for your leave to review the required documentation specific to your leave circumstance.
请假原因
1. Fill out the 请假申请表 as soon as need for leave is known.
2. Complete the 雇员严重健康状况表格的医疗保健提供者证明 within 15 days of request for leave.3. A 适合执勤/返回工作表格 must be received prior to returning to work.
1. Fill out the 请假申请表 as soon as need for leave is known.
2. Complete a Certification of Health Care Provider for Family Member's Serious Health Condition form within 15 days of request for leave.
根据您的具体情况提交以下文件：
•员工生下自己的亲生孩子：
1. Fill out the 请假申请表 as soon as need for leave is known.
2. Complete a 雇员严重健康状况表格的医疗保健提供者证明 within 15 days of request for leave.
3. A 适合执勤/返回工作表格 must be received prior to returning to work.
•员工在子女出生后照顾配偶；
1. Fill out the 请假申请表 as soon as need for leave is known.
2. Complete a Certification of Health Care Provider for Family Member's Serious Health Condition
Form within 15 days of request for leave.
3. 提交出生证明或申请出生证明。
1. Fill out the 请假申请表 as soon as need for leave is known.
2. 提交一份收养或寄养文件的复印件。
1. Fill out the 请假申请表 as soon as need for leave is known.
And the appropriate form below:
2a. Complete a 现役军人严重受伤或疾病证明表格 within 15 days of request for leave.
2 b。 Complete a 退伍军人重伤或疾病证明表格 within 15 days of request for leave.
If your leave of absence will extend beyond your eligibility to receive 赢得了 paid leave and is for your own serious health condition, please contact the Benefits Department at benefits@collin.edu.
请注意，补助金职位的员工不符合病假银行的资格。
Any other absences or granted leaves of absence will result in an appropriate deduction from pay or deduction from eligible time off balances, consistent with the College District’s procedures and guidelines for faculty and staff.
Up to five (5) days of leave without pay may be granted to an employee for extraordinary circumstances that cannot be addressed within the paid leave benefits provided by the college, in accordance with the college’s procedures and guidelines for faculty and staff. In the event of extraordinary circumstances, requests for Leave Without Pay (LWOP) may be submitted to the employee’s supervisor then to HR for review and final approval.
常见问题
If employee is approved for FMLA leave, FMLA leave runs concurrently with any available paid leave. Therefore, FMLA leave begins on the day of the employee's first FMLA-related absence, NOT after paid leave is exhausted. Any eligible 赢得了 paid leave must be used before leave without pay is permitted. Leave without pay is only permitted while on an approved leave of absence. The Benefits Department is responsible for determining paid and unpaid leave eligibility for employees on FMLA or other leaves of absence.
Credit (un赢得了) vacation for that fiscal year may not be used during an approved FMLA leave of absence.
假期在每个月的最后一天。
Employees must be either at work, or in paid leave status on the last workday of the calendar month to earn their sick or vacation accruals that month.
Employees must be either at work, or in paid leave status BOTH the day prior to and the day after the holiday in order to receive holiday pay.
Regular full-time employees who have not yet worked the required 12 months and 1250 hours to qualify for FMLA may use any 赢得了 paid leave they have accrued, plus a maximum of 20 days (160 hours) of leave without pay for their own serious health condition only. Non-FMLA leaves of absence require appropriate documentation and must still be approved by the Benefits Department.
Employees may be placed in a restricted leave status for excessive absenteeism or a pattern of absences or abuse of leave that is not covered under FMLA. The restricted leave status would result in restricted use of leave balances, requirements for additional documentation, and would be grounds for leave without pay and/or other disciplinary action up to and including termination of employment. Supervisors who have concerns about an employee's absenteeism should contact 人力资源 to discuss appropriate procedures and to ensure the employee does not qualify for leave under FMLA.
While most part-time employees will not qualify for FMLA, certain part-time employees who have worked for the college for at least 12 months and 1250 hours within the past 12 months may qualify. Therefore, supervisors should always notify the Benefits Department of any leave of absence requests in order to verify FMLA eligibility.
For information on short or long term disability benefits or claim procedures, visit the 人网站 and look for the Texas Income Protection Plan. Once an employee has met their waiting period and has exhausted all their available sick leave (whichever is greater), the claim may be eligible for payment.