Create a Website Account - Manage notification subscriptions, save form progress and more.
No, in order to be eligible for FMLA, employees must meet all of the following conditions:
Worked for Ozaukee County at least 12 months.
Have worked at least 1,250 hours during thetwelve month prior to the start of FMLA.
Worked at a location which has at least 50employees within the 75 miles of the employees worksite.
An employee is eligible for State FMLA once theyhave worked for Ozaukee County more than 52 consecutive weeks
Have worked at least 1,000 hours during that 52 week period.
Show All Answers
Complete and FMLA request and forward it to the Human Resources Benefits Manager.
The Federal and Family Leave Act (FMLA) is a law requirement employers to cover employees with job-protection and leave for qualified family and medical reasons.
Eligible employees may take up to 12 work weeks of leave in a rolling 12 month period.
Yes, if you have taken medical leave of more than 3 consecutive days as a result of your own serious health condition, then you must provide a fitness for duty certificate before returning to work.
Complete an FMLA request and forward it to the Human Resources Benefits Manager.
Ozaukee County uses a rolling 12 month period, not calendar year.
The employee can take 10 weeks of leave under the Wisconsin FMLA and 12 weeks under the federal FMLA, which are run concurrently.
Federal FMLA is a total of 12 weeks for any condition that meets the FMLA criteria.
State FMLA time must be used as follows:
Six weeks for the birth or adoption of a child
Two weeks to care for a covered family member ordomestic partner who has a serious health condition; and
Two weeks for the employees own serious health condition.
NOTE: The employee's accrued hours, Sick, vacation, floating holiday will be used first for FMLA leave, before granting unpaid time off.
All heath, dental, vision, benefits continue during FMLA leave under the same conditions as if you continued to work. If you normally have a payroll deduction for voluntary benefits, these payments will be deducted from your paychecks while on leave. If not, you will be responsible for paying your portion of the premium.
When the leave is foreseeable, medical or family care should be scheduled in advanced and planned so as not to unduly disrupt the employer's operations.
Leave for a workers compensation injury or illness runs concurrently with FMLA, if the reason is due to the qualifying FMLA serious health condition.
Under FMLA, a serious medical condition must fall into oneof the following categories:
Incapacity for more than three days withcontinuing treatment by a health care provider.
Incapacity relating to pregnancy or prenatalcare.
Chronic serious health conditions.
Permanent or long term conditions
Conditions that do NOT qualify for FMLA include:
Cold and flu
Upset stomachs and minor ulcers
Headaches (other than migraines)
In order to qualify for FMLA, the employee must take the leave for one of the reason's listed below:
Chronic Serious health condition(s) for the employee and/or family member.
The birth of a child or placement of a child for adoption or foster care.
To bond with a child (leave must be taken within one year of the child's birth or placement).
To care for the employee's spouse, child, or parent who has a qualifying serious health condition.
For the employee's own qualifying serious health condition that makes the employee unable to perform the employee's job.
For qualifying emergencies related to the foreign deployment of a military member who is the employee's spouse, child or parent.
You should periodically report to your supervisor so he or she can make arrangements to cover your work during your leave.
If the employee is able to complete their time sheet while on FMLA leave, they should complete it. IF not, they should have their supervisor complete their time sheet.
Yes, as long as you have paid time, you will continue to accrue your vacation and sick benefits.
FMLA leave may be taken in non-continuous increments to care for a family member with a serious health condition or for the employee's own serious health condition when medically necessary for treatment, recovery from treatment, or recovery from a serious health condition.