The School District of Holmen complies with all applicable state and federal laws relating to family and medical leave, and will not discriminate against or interfere with the rights of an employee to take such leave. Employees should work with the Human Resources Department to coordinate FMLA leave.

 

Employees are eligible for Federal FMLA leave if they have worked for the School District of Holmen for 1,250 hours over the previous 12 months. Employees who have been on the payroll for 52 consecutive weeks, and have been paid for at least 1000 hours in the previous 52-week period are eligible for Wisconsin Family and Medical leave.
 

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees in a 12-month period for the following reason:

1.  For incapacity due to pregnancy, prenatal medical care or childbirth.

2.  To care for the employee’s child after birth, or placement for adoption or foster care.

3.  To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition.

4.  For a serious health condition that makes the employee unable to perform the employee’s job.  In general, a "serious health condition" under this policy means an illness, injury, impairment, or physical or mental condition.  A period of incapacity of more than three (3) consecutive calendar days.

 

Wisconsin law requires covered employers to provide:

1.  Up to 2 weeks of leave in a calendar year for the employee’s own serious health condition.

2.  Up to 2 weeks of leave in a calendar year for the serious health condition of an employee’s spouse, dependent child, parent or parent-in-law; and

3.  Up to 6 weeks of leave in a calendar year for the birth or adoption of the employee’s child.

 

The School District of Holmen administers its 12-month period for the purposes of federal law on a calendar year basis. Wisconsin leave is always administered on a calendar year basis. Leaves that qualify under both federal and Wisconsin law will run concurrently when possible.

 

Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post deployment reintegration briefings.

 

FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status, or is on the temporary disability retired list.

 

For additional information on FMLA, see Board Policies 1630.01, 3430.01 or 4430.01 and the Employee Handbook.