Reply to DCFMLA Flexibility?

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Reply to "DCFMLA Flexibility?"

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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]You can take it “intermittently” with a split over the summer, yes. [b]It cannot total more than 16 weeks of the family bonding leave.[/b] I am a school employee due in May and planning to take 6-8 of medical FMLA, then summer break, then use the 16 weeks of family bonding FMLA beginning at the start of the school year. I believe any week that teachers / staff are required to work at all even for one day will count as a whole week off the 16, though. So even if the week of Thanksgiving is only 3 work days, it will decrease your remaining FMLA availability by 1 whole week. [/quote]
The 16-week bonding cap is going to be a challenge for OP. If she’s planning to give birth in Jan, she’ll use all of her FMLA (both medical and bonding) by the end of the school year. She most likely won’t have any leave left for Sept. Unless she works for a school system that gets out in May.[/quote] Thanks. I'm trying to determine the windows I should try to get pregnant in, like the earliest we can try so our leave could align with summer break. In the January scenario, I'd use all my leave, then my fiance would use some of his leave and use the rest in September. [/quote]
Ohhhh sorry. I misread the original post that you were trying to take the time in September. Not the husband. The law says that the 16-weeks of bonding time has to be taken during the first year of the baby’s life so he should be fine from that perspective. The only challenge here is that an employer can require the bonding leave be taken consecutively and not broken up. What does his company’s FMLA apology say?[/quote]

I don’t think they can count summer break weeks as “breaking up” the consecutive 16 weeks because no teacher (whether on leave or not) is required to report to work during those weeks. So consecutive weeks prior to summer break including the last day of school and then continuing with the first day of school the following school year (after summer break) is still technically consecutive work weeks for a 10 mo. teacher. Also, can you point to where it says they can require that? The DC HR info states it can be can taken intermittently, but maybe they mean with employer approval.

OP you are correct, weeks like Spring Break don’t count. But if they require teachers to report for PD on a Friday this next school year like they propose, that whole week would count. They can’t deduct your leave hours for those days that teachers don’t report to work though —- you get paid holiday or admin pay. [/quote]

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