Family and Medical Leave Act (FMLA)
Employees of Mountain Brooks Schools are eligible for FMLA if they have worked with the school system for at least 12 months and have 1,250 hours of service or more in the previous 12 months.
Employee must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, the employee must provide notice as soon as practical.
Employer, school, or department designee, will provide to the employee, upon notice, the following:
- FMLA Rights & Responsibilities
- Notice of Eligibility
- Contact the Personnel Department at 205-414-3833 to complete paperwork.
The Personnel Department will provide the appropriate return to work form to the employee. Employee should have the form completed by the physician and returned to their Supervisor/Designee prior to returning to work.
The employee must provide Mountain Brook Schools a doctor’s release to return to work.
Intermittent or Reduced Leave
An employee may take leave on an intermittent or reduced leave schedule when it is medically necessary due to a serious health condition of a covered family member, the employee, or the serious injury or illness of a covered service member, or when necessary because of a qualifying exigency. A note from a physician will be required to document the medical necessity of intermittent or reduced schedule leave.
Benefits and Return to Work
Employees will be eligible to maintain health care benefits provided by the school district while on FMLA. The Board of Education will pay the employer’s portion. The employee will pay the same portion, if any, of such benefits as the employee paid before beginning the leave.
With the exception of paid vacation, personal, medical or sick leave required to be substituted for unpaid leave, the employee’s absence during leave will not alter benefits which the employee accrued before taking leave. Any accrued benefits will not be lost during the leave.
Upon return from leave, the employee is entitled to be reinstated to a position equivalent to the one the employee held when he/she left on FMLA, with equivalent pay, benefits and other terms or conditions of employment.
Dr. Susan Cole, Director of Personnel