Errol Minor - Departmental Vice President

Sharon James - Representative


General Information


The Family Medical Leave Act of 1993 (FMLA) allows ―eligible employees of a covered employer to take a job-protected, unpaid leave for up to a total of 12 workweeks in a 12-month period for certain “qualifying events such as:

·       To care for the employee's child after birth, or placement for adoption or foster care.

·       To care for the employee's spouse (as defined or recognized under state law), son or daughter, or parent who has a serious health condition.

·       For a serious health condition that has been certified by a health care provider that makes the employee unable to perform the employee’s job, including incapacity due to pregnancy and prenatal medical care

·       Active Duty/Qualifying Exigency Leave arising out of the fact that a covered employee's spouse, child parent, or covered service member is on or has been called or ordered to covered active duty in the Armed Forces


Federal Eligibility Requirements


To be eligible for federal FMLA an employee must meet the initial eligibility requirements as listed below:            

·       12 Months of Service

The employee must have attained at least 12 months (52 weeks) of service with AT&T or a participating company. The attained service does not necessarily have to be consecutive but employment periods prior to a break in service of 7 years or more need not be counted in determining whether the employee has been employed at least 12 months. . .


·       1250 Hours Worked

The employee must have worked 1,250 hours in the 12-month period immediately preceding the absence.

Duration of Absences


Eligible employees may request an FMLA absence as:

·       consecutive days;

·       an intermittent absence

·       a reduced work schedule


Employees are not required to request FMLA in full day increments.

Effective 5/17/09, Employees except those who work in California may only request FMLA for absences that meet the minimum duration of one hour unless the absence occurs at the end of their shift.


Key Facts About FMLA


Job protection – An FMLA approved absence is a ―job-protected absence. This means absences approved under FMLA are not subject to disciplinary action. You may return from an FMLA absence to your former position, or an equivalent one, with comparable benefits, pay and other terms of employment. You have no greater right to reinstatement than if you had been continuously employed.


Benefits – Your health care benefits will continue throughout your FMLA absence, as long as you continue to make any applicable health care contributions and remain on the payroll system.


Business needs An FMLA absence may NOT be denied by the Company due to needs of the business. However, planned absences must be discussed with your supervisor in advance so as not to conflict with business operations. If the time off needed can be arranged to take place on your own personal time (outside of normal business hours), you should make every effort to do so.     

This and more detailed information can be found on HR One Stop by going to Your time & Attendance, then Family Medical Leave Act, then Employee resources-Look at the Basics.