• If you are in need of a medical leave, complete this leave request form and submit it electronically. The form will be forwarded to FWPS's Human Resources Department. AFTER SUBMISSION, print out the appropriate medical form for your physician to complete. It is your responsibility to ensure the medical form is completed and returned to Human Resources 30 in advance of your medical leave request.
     
    Family Medical Leave(SELF)
    The Family and Medical Leave Act (FMLA) provides employees who meet the federal eligibility requirements, up to 12 workweeks or 60 workdays of unpaid, job-protected leave a year for the diagnosis of a serious medical condition for you, a spouse, parent or child, birth of a child, adoption or placement of a foster child and/or a qualifying exigency that arises from an employee's spouse, child or parent who is on active duty or has been called to duty for the National Guard or Reserve in support of a contingency military operation. Please review the Family Medical Leave section of the Employee Leave page for instructions on eligibility and how to request this leave.  

    Family Medical Leave(FAMILY MEMBER)
    The Family and Medical Leave Act (FMLA) provides employees who meet the federal eligibility requirements, up to 12 workweeks or 60 workdays of unpaid, job-protected leave a year for the diagnosis of a serious medical condition for you, a spouse, parent or child, birth of a child, adoption or placement of a foster child and/or a qualifying exigency that arises from an employee's spouse, child or parent who is on active duty or has been called to duty for the National Guard or Reserve in support of a contingency military operation. Please review the Family Medical Leave section of the Employee Leave page for instructions on eligibility and how to request this leave. 
     
    The District understands that employees will need time away from work, for many different types of situations. Whether it’s time away to care for a new child, recover from a serious health condition, care for an ill family member, bereavement or time away for personal reasons. We encourage employees to review their Collective Bargaining Agreement for the leave provision that best suites your needs. You may also require accommodations for medical restrictions when returning from leave or for a temporary or permanent disability. The Employee Leave and Accommodations Information page will help you with frequently asked questions and provide you with a start in making your request. Please review this information carefully and contact Tara Lofton at tlofton@fwps.org with any further questions.  

     

    The Family and Medical Leave Act (FMLA), a federal law, protects you from negative impacts to your job when you take time off or a leave of absence for any of the following reasons:

    • A serious health condition, either yours or a family member’s
    • Prenatal medical care or incapacity due to pregnancy and/or delivery
    • Time to bond with your new baby or newly placed adopted or foster child
    • Qualifying activities (exigencies) related to a family member’s military active duty
    • A serious injury or illness of a family member who is a current member of the armed forces or a veteran

    Am I eligible?

    Based on federal requirements, we use a two-question assessment to determine whether you are eligible for FMLA protection.

    Question 1: Have you worked for a Washington state agency for at least 12 months as of the start date of your requested time off or leave of absence?

    The 12-month requirement includes your time working for FWPS as well as any other time you’ve worked for a Washington state agency. Prior service is generally not counted if you had a break in service that lasted more than seven years.

    Question 2: Have you worked for a Washington state agency for at least 1250 hours in the 12 months prior to your first day of leave?

    The 1250 hours must be actual worked hours.

    If you are eligible for overtime, your overtime hours count toward the 1250 hours. But paid and unpaid time off — except military leave — do not count toward the 1250 hours.

    If your FTE has been 0.6 or less in the previous 12 months, you probably have not worked the required 1250 hours.