Controller's Office, Payroll Division
Controller's Office, Payroll Division
 Leave and Time Off
 Family Medical Leave Minimize

The purpose of FMLA leave is to provide up to twelve weeks of job-protected leave in a twelve-month period to eligible employees for specified immediate family and medical reasons. FMLA leave is unpaid leave, unless an employee elects to substitute sick leave, vacation leave, donated leave or other accrued paid leave for unpaid FMLA leave. Read more CS Rule Section 11-150.

Why would an employee go on FML?

When an eligible employee needs leave:

  • for the birth and care of a newborn child of the employee (including a newborn child born into a domestic partnership);
  • for placement with the employee or the employee’s domestic partner of a child for adoption, foster care or legal guardianship;
  • to care for an employee’s immediate family member with a serious health condition; or
  • to take leave when the employee is unable to perform the functions of the employee’s job because of a serious health condition.
Who is eligible to go on FML?

Any employee who has been employed by the City for at least 12 months and who has worked at least 1250 hours in the 12 months preceding the beginning of the leave shall be eligible for FMLA leave.
 

What is my first step?

Speak with the Office of Human Resources (OHR) to see if your leave is covered under FMLA and that you are an eligible employee.

What will OHR need from me?

OHR will need the following information from you:

  1. The reasons for the leave so as to allow the appointing authority to determine if the conditions identified in 11-151 have been met.
  2. The anticipated start of the leave.
  3. The anticipated duration of the leave.
  4. Whether or not the employee has a spouse or domestic partner who is also an employee of the City and County of Denver.
  5. A health care provider certification on a form provided by the appointing authority consistent with the FMLA.

What and when should I communicate with my supervisor?

In any situation where the need for FML is foreseeable, you should communicate this with your supervisor at least 30 days prior or such notice as is practicable. You do not have to provide medical records or disclose specifics other than you have an approved FMLA case that was approved by OHR along with estimated dates of leave and return. 

Read the CS Section 11-150 Family & Medical Leave Act Policy and contact your agency OHR representative to answer your questions and concerns.

Also visit the United States Department of Labor or read the Employee Rights and Responsibilities to learn your rights under the Family and Medical Leave Act.