Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) provides up to twelve weeks of job-protected leave or twenty-six weeks for military caregiver leave, for qualifying events. FMLA provides for continuation of health care premiums when the employee has, and wishes to continue, health care coverage during the period of approved leave. While you are on leave for FMLA, all accrued and available paid time off must run concurrently. This includes sick, annual, holidays, and compensatory time (overtime).

Requirements

Employees are eligible if they have worked for the State of Louisiana for at least 12 months, and have 1250 hours of service in the previous 12 months, and experience one or more qualifying event.  

Qualifying Events:

  • For incapacity due to pregnancy, prenatal medical care, or child birth; or
  • To care for the employee’s child after birth, or placement for adoption or foster care; or
  • To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or
  • For a serious health condition that makes the employee unable to perform the employee's job; or
  • For qualifying exigencies related to the foreign deployment of a military member who is the employee's spouse, child, or parent.
  • An eligible employee who is a covered service member's spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the service member with a serious injury or illness.

Frequently Asked Questions (FAQs)

Contact HRM to ask for instructions completing and submitting the required paperwork.

30 days prior to the first day of leave.

 

HRM will enter your time off requests in Workday while you are out of the office. 

HRM will place you on FMLA continuous leave in Workday. 

Yes, you should notify HRM when you return to work. If you return before the end of your approved FMLA period, you should provide HRM with a doctor's note. 

When an employee does not have enough leave to cover the FMLA request, HRM will place the employee on continuous leave without pay absence. This will notify payroll when to paying for the employee. 

6-8 weeks depending on the type of birth. Extended sick leave may be used for complications.  

  • For natural delivery, employees are eligible to use six (6) weeks of sick leave and six (6) weeks of annual leave.
  • For cesarean (C-section) delivery, employees are eligible to use eight (8) weeks of sick leave and four (4) weeks of annual leave.

Yes, employees or managers should enter intermittent time off requests in Workday. 

Effective June 11, 2020, the Louisiana State Legislature passed SB437 which was signed by the Governor and became Act No. 241. The legislation expands the use of accrued sick leave by Unclassified (Professional, Academic, Other Academic, and Professional Hourly) employees.

  • Sick leave can be used for the the care of your spouse. 
  • For child bearing reasons, annual leave should be used to bond with your child.