• FMLA Frequently Asked Questions (FAQs)

  • Is FMLA a paid leave of absence?

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    No, FMLA is an unpaid leave of absence. However, employees may opt to use their sick/personal/vacation banks to receive compensation while on leave. In addition, if eligible, employees may qualify for short-term disability which pays employees 60% of their annual salary after the 30-day waiting period. 
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  • How do I know if I am eligible for an FMLA leave of absence?

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    "Eligible" employees who have worked for a minimum of 12 previous months and 1250 hours are entitled to leave to deal with "serious health conditions" involving themselves or "immediate family members".
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  • What is the difference between intermittent leave and continuous leave?

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    Intermittent FMLA means that an eligible employee can take leave in an "on" and "off" basis. The employee can also take FMLA leave in a continuous way which means taking consecutive workdays as leave. The FMLA should begin for an eligible employee who has been absent for more than three consecutive calendar days for a qualified reason.

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  • How do I apply for an intermittent FMLA leave?

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    Please complete the two-page "Request for Leave of Absence" form located in the HR Document Library. In addition, please submit the four-page "Certification of Health Care Provider for Employee's Serious Health Condition" to your physician to complete. All completed forms can be returned to the Human Resources division via fax (314) 244-1739. Each form must be submitted to process your leave request.
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  • I am an expectant mother. How do I apply for FMLA?

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    To apply for a maternity leave of absence, please complete the two-page "Request for Leave of Absence" form located in the HR Document Library. In addition, please submit the four-page "Certification of Health Care Provider for Employee's Serious Health Condition" to your physician to complete. All completed forms can be returned to the Human Resources division via fax (314) 244-1739. Each form must be submitted to process your leave request.
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  • Am I eligible for short-term/long-term disability?

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    In April 2004, SLPS employees were given the option to forfeit accumulated sick days to become eligible for short-term disability. Your STD eligibility is based on the option you elected at that time. Below is a summary of the options presented to employees in April 2004:
     
    OPTION 1B:
    You became covered by the STD/LTD plans immediately without restrictions and at no cost. The sick leave you accumulated up to April 2004 was forfeited but used by the Retirement System to calculate your eligibility for retirement benefits.
     
    OPTION 2A:
    Your sick leave bank balance is available to use for sick days until exhausted. You will be covered by the STD/LTD plans upon the first day you report to work as an active employee in the academic year following exhaustion of your sick leave bank.
     
    The information presented above is a condensed version of the information communicated to employees in April 2004. For specific questions regarding your eligibility, please contact the Human Resources division at (314) 345-2379.
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  • How do I apply for short-term disability (STD)?

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    Upon approval of your leave of absence request, you will receive instructions from Human Resources on how to contact Cigna to initiate a STD claim. Please be advised that there is a thirty (30) day waiting period as of January 1, 2014. This means that if your medical condition meets the STD qualifications, you will receive STD benefits on the 31st day of your absence. Employees are strongly encouraged to use their leave time (sick, PTO, etc.) to cover the 30-day waiting period. This 30-day waiting period includes all calendar days.
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  • When does the 30-day Cigna (STD) waiting period begin if I am hospitalized over the summer?

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    The 30-calendar-day waiting period will begin the day the employee is admitted to the hospital, even if the date falls during the summer months. Since 10, 10.5, and 11 month employees are not working during the summer months (or during a portion of the summer months) these employees will not be eligible for short-term disability (STD) benefits until the first day they report to work after the summer break.
     
    Example: Mary is a 10-month (STD eligible) teacher who is also 9-months pregnant. Mary's 10-month teaching contract with the district ended on June 2nd and she is expected to deliver her child on June 15th. Mary delivers her healthy baby on June 15th in a local hospital. On the same day, her 30-day waiting period begins with Cigna. Mary's waiting period ends on July 15th (30 calendar days after June 15th). Mary does not receive compensation from Cigna during the 30-day waiting period because it is the summer and she is not scheduled to work. However, she will be eligible to receive payment for her STD claim effective the first day she is scheduled to work which is August 4th.  
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