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FMLA (Family and Medical Leave Act): provides certain employees with up to 12 weeks, or 72 days, of unpaid, job protected leave per year when an employee is unable to work because of a serious health condition for their self or to care for an immediate family member (spouse, child, or parent) with a serious health condition. FMLA may also be taken for the birth and care of a newborn child, and for placement with the employee of a child for adoption or foster care.
To be eligible, the employee must have worked with the Company for at least 12 months and worked a minimum of 504 hours.
There are two types of leave: Block leave and Intermittent.
Block leave is where you will need to be off for an extended period of time in one time period. Intermittent leave is when the employee takes leave in separate blocks. If you feel you qualify for FMLA, but are unsure, you can learn more at dol.gov, and may also reach out to AFA.
It is important to know that PSA has strict reporting procedures and guidelines, so please ensure you are aware of the process for reporting. Some Highlights to remember:PSA uses a third party administrator, (F&H Solutions) to administer.When reporting intermittent FMLA, PSA requires a qualifying absence first before sending paperwork, (meaning the absence must occur first to trigger the paperwork). If you have a qualifying absence, please report this absence by first calling crew scheduling and reporting the absence as FMLA, and then by contacting F&H solutions to report the absence to them. This will initiate the paperwork to be sent to you. Do these steps in conjunction, so you don’t forget one or the other. For all intermittent absences going forward, you must report all future absences the same way, first to scheduling and then to F&H. There are certain questions you will need to answer, and this is included in your FMLA packet that you receive. Once F&H sends you the paperwork, you have 15 calendar days to return it. Whether sending yourself, or having the physician fax/email it, get a verification receipt. If there are extenuating circumstances that will prohibit you or your physician from returning the paperwork within the 15 day time frame, you must email F&H solutions to formally ask for an extension.In your FMLA packet there is a vacation usage form. This form does not go to F&H, it will go to crew pay. The email address is on the form. Ensure you get verification that they have received it and preserve the email you receive by printing or sending to your personal account. The FMLA process can be daunting, but we are here to assist you to ensure you have as much information as possible to make it a seamless process. Please don’t hesitate to reach out to an officer or your benefits committee with your questions. We are here to help!
More information can be found here: afacwa.org
Resources, FMLA Resource Center
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