FMLA provides eligible employees up to twelve weeks of unpaid, job protected leave in a twelve month
period under certain circumstances. Eligibility requirements include having 12 months of employment with the State and having worked
a minimum of 1,250 hours, not to include leave used and/or holidays, in the 12-month period preceding the
beginning of the leave. The 12 months of employment do not have to be consecutive and must be within a
seven year period from the FMLA request date. If eligibility requirements are not met, Family Medical
Leave (FML) may be denied under the provisions of the FMLA.
The twelve month period for JAC employees is a "rolling" 12-month period measured backward
from the date an employee uses any FMLA leave. Under the rolling 12-month period, each time an employee
takes FMLA leave, the remaining entitlement would be any unused balance of the 12 weeks.
JAC leave policy allows employees to use paid leave, if available (vacation, sick, compensatory and personal
holiday)while on FML status.
While an employee is on FML, JAC continues to pay the employer portion of the employee’s health insurance
premium. The employee is responsible for continuing payment for the employee portion of the premium.
JAC will not pay for any other elected benefits. To arrange for payment of insurance premiums, the
employee MUST contact the Benefits Coordinator within the Human Resources Section.
For information pertaining to Family and Medical Leave, contact Andy Snuggs in Human Resources
at 850-488-2415, ext 291.
Military Family Leave ProvisionsInformation provided by the U.S. Department of Labor
The Family and Medical Leave Act was amended by the National Defense Authorization Act
for FY 2008 (2008 NDAA) and the National Defense Authorization Act for FY 2010 (2010 NDAA) to provide
two important leave entitlements that benefit military families.
Eligible employees who are the spouse, son, daughter, or parent of a military member
may take up to 12 weeks of FMLA leave during any 12-month period to address the most common issues
that arise when a military member is deployed to a foreign country, such as attending military
sponsored functions, making appropriate financial and legal arrangements, and arranging for alternative
childcare. This provision applies to the families of members of both the active duty and reserve
components of the Armed Forces.
Eligible employees who are the spouse, son, daughter, parent or next of kin of a covered
servicemember may take up to 26 weeks of FMLA leave during a single 12-month period to care for the
servicemember who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient
status, or is otherwise on the temporary disability retired list, for a serious injury or illness incurred
or aggravated in the line of duty on active duty. This provision applies to the families of members of both
the active duty and reserve components of the Armed Forces.
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