1.1 This policy ensures the Organization's compliance with the Family and Medical Leave Act of 1993 (FMLA), as amended, by providing eligible employees with up to 12 workweeks of unpaid, job-protected leave during a 12-month period for qualifying family and medical reasons. The policy also provides up to 26 workweeks of military caregiver leave during a single 12-month period. The Organization is committed to administering FMLA leave in full compliance with federal regulations and applicable state family leave laws.

1.2 This policy applies to all employees working at any Organization worksite where 50 or more employees are employed within a 75-mile radius, in accordance with FMLA coverage requirements. The Organization shall post the required FMLA notice in all applicable workplaces and include this policy in the employee handbook and onboarding materials.

2.1 An employee is eligible for FMLA leave if they have been employed by the Organization for at least 12 months (which need not be consecutive), have completed at least 1,250 hours of actual work during the 12-month period immediately preceding the start of the leave, and work at a location where the Organization employs 50 or more employees within a 75-mile radius. The 12 months of employment need not be consecutive, but employment prior to a break in service of 7 years or more is generally not counted unless the break was due to military service.

3.1 Eligible employees may take FMLA leave for the following qualifying reasons: (a) the birth of a child and bonding with the newborn within 12 months of birth; (b) the placement of a child with the employee for adoption or foster care and bonding within 12 months of placement; (c) to care for the employee's spouse, child (under 18, or 18 or older if incapable of self-care due to a disability), or parent who has a serious health condition; (d) a serious health condition that renders the employee unable to perform the essential functions of their job; and (e) any qualifying exigency arising from the employee's spouse, child, or parent being on covered active duty or called to covered active duty in the Armed Forces.

3.2 An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember (current member of the Armed Forces or a covered veteran) with a serious injury or illness may take up to 26 workweeks of FMLA leave during a single 12-month period to provide care. This military caregiver leave is available only once per covered servicemember per serious injury or illness, and the 26-week entitlement is inclusive of any other FMLA leave taken during that same 12-month period.

4.1 Employees must provide at least 30 calendar days' advance written notice to the HR department for foreseeable FMLA leave. Where the need for leave is not foreseeable, the employee must provide notice as soon as practicable, generally within 1–2 business days of learning of the need for leave. The Organization requires medical certification from a licensed healthcare provider for any FMLA leave based on a serious health condition. The Organization may request recertification every 30 days for ongoing conditions and may require a fitness-for-duty certification before the employee returns to work.

4.2 FMLA leave may be taken as a single continuous block of time, on an intermittent basis (in separate blocks of time for a single qualifying reason), or on a reduced leave schedule that reduces the employee's usual weekly or daily work schedule. Intermittent or reduced-schedule leave is available only when medically necessary for the employee's or family member's serious health condition, or for qualifying exigency leave. The Organization may temporarily transfer the employee to an alternative position that better accommodates intermittent leave, provided the position has equivalent pay and benefits.

5.1 During FMLA leave, the Organization shall maintain the employee's coverage under any group health plan on the same conditions as coverage would have been provided if the employee had been continuously employed during the leave period. The employee remains responsible for their share of health insurance premiums, which must be paid on a timely basis. Upon return from FMLA leave, the employee is entitled to be restored to their original position or an equivalent position with equivalent pay, benefits, and other terms and conditions of employment.

5.2 The Organization strictly prohibits any form of retaliation, interference, restraint, or discrimination against any employee who requests or takes FMLA leave, files a complaint related to FMLA rights, or participates in any proceeding under or related to the FMLA. Violations of this anti-retaliation provision shall be treated as a serious policy violation and may result in disciplinary action up to and including termination of the offending individual's employment. Employees who believe their FMLA rights have been violated may file a complaint with the HR department or directly with the U.S. Department of Labor, Wage and Hour Division.

6.1 The HR department is responsible for administering all FMLA leave requests, issuing required notices (eligibility notice, rights and responsibilities notice, and designation notice), maintaining accurate FMLA records for a minimum of 3 years as required by regulation, and ensuring compliance with the FMLA, its implementing regulations, and any applicable state family and medical leave laws. This policy shall be reviewed at least annually by the policy owner, in consultation with Legal Counsel, to reflect any changes in federal or state law, DOL guidance, or court decisions affecting FMLA administration.