YOU ASKED!
QUESTION:  ANY INFORMATION ON THE FAMILY LEAVE ACT?
Congress passed the Family Medical Leave Act (FMLA) in 1993.  For employees under union contracts (that's us), implementation was delayed until February 5, 1995.
THE FMLA COVERS:
  • All employers with 50 or more employees.
YOU ARE ELIGIBLE FOR FMLA TIME OFF (leave) IF ALL OF THE FOLLOWING APPLY:
  • You work for a covered employer…. USAirways is covered.
  • You have worked for this employer for at least 12 months or 52 weeks (the period does not need to be consecutive).
  • You have worked at least 1,250 hours over the prior 12 months.  This is the tricky part for a Flight Attendant.  As a F/A you can only count your actual trip hours plus the hour before (check-in) and the 15 minutes after a trip blocks in.  You can not count any layover time or vacation time.  (United F/A’s get credit for required 1250 hrs. if they have 470 credited flight time hours.  We need to have our down time and layover time recognized…we need contractual language.  Write or call your MEC or negotiating committee today!  The Company has not been forthcoming on this issue…write them too!)
YOU MAY TAKE UP TO 12 WORKWEEKS OF UNPAID FMLA LEAVE IN EACH 12-MONTH PERIOD FOR THE FOLLOWING REASONS:
  • For a serious health condition that makes you unable to perform your job (medical leave).
  • To care for a seriously ill child, spouse, or parent (family leave).
  • For childbirth or to care for a newborn child up to age one (childbirth leave and newborn care leave).
  • For the placement of a child with you for adoption or foster care (adoption leave)
  • 1. YOUR 12 WEEKS OF LEAVE MAY BE TAKEN ALL AT ONCE FOR ONE OF THE ABOVE REASONS OR AT DIFFERENT TIMES FOR DIFFERENT REASONS.
  • 2. FMLA LEAVE DOES NOT HAVE TO BE PAID.  However, if you have accrued vacation, or sick time, you may be able to use it during your FMLA absence.
  • 3. SERIOUS HEALTH CONDITIONS INCLUDE ON AND OFF-THE-JOB- INJURIES WHICH INCAPACITATE YOU OR A FAMILY MEMBER FOR MORE THAN 3 CONSECUTIVE CALENDAR DAYS, CHRONIC HEALTH CONDITIONS, AND PREGNANCY.
  • 4. FMLA LEAVE CANNOT BE USED AGAINST YOU.
  • 5. YOU MUST PROVIDE AT LEAST 30 DAYS ADVANCE NOTICE IF YOUR NEED FOR FMLA LEAVE IS FORESEEABLE.
  • 6. DURING YOUR FMLA LEAVE, GROUP BENEFITS MUST BE MAINTAINED AS IF YOU HEALTH PLAN HAD CONTINUED TO WORK.


For information on the FMLA:  “The FMLA Handbook” by Robert M. Schwartz