Under the Family and Medical Leave Act, eligible employees may use up to 12 weeks of leave (either paid or unpaid) for the birth of an employee’s child or placement of a child through adoption or foster care, and the care of the child. FMLA Leave will usually start with the birth or adoption but may start prior to the event if the employee is absent for medical reasons (e.g. doctor’s visits or tests) or for reasons associated with an adoption (e.g. attorney’s visits or travel to and from the child’s birthplace).
FMLA Leave may be used immediately following the birth of the child or placement in the home on consecutive days or intermittently during the FMLA period. Intermittent leave should be scheduled with advance notice and approval of the department.
Employees may use accrued sick leave for the entire 12-week FMLA period. If no accrued leave (e.g. sick, vacation, compensatory time, etc.) is available, the employee will be placed on leave without pay. Employees must exhaust all available accrued leave before going on leave without pay.