FMLA and YOU!

FMLA - The Family and Medical Leave Act guaranteeing employees unpaid time off for family or medical reasons was passed in 1993. Prior to that time, it was very common for employees to lose their jobs when they had a serious illness that required a week or more of time off work.

Before FMLA, women routinely lost their jobs when they took four weeks or more off to have a child. The result was limited career prospects for women. Some mothers even endangered their health by returning to work too soon, in an effort to protect their jobs. The law made no provision for employees to take time off to care for a seriously ill relative.

The act is intended to promote the stability and economic security of families as well as the nation’s interest in preserving the integrity of families. FMLA provides employees with unpaid time off after the birth or adoption of a child. In addition, the act provides employees with time off if they are seriously ill, or to care for a member of the immediate family who is seriously ill.

TSA provides employees with FMLA; however, TSA employees fall under a Fitness for Duty and TSA has provided a Medical Fitness For Duty Guidelines Document which TSA employees fall under. Each employee must review these guidelines prior to declaring any FMLA status, while reviewing these guidelines when it states “Restrict” this means you may be unfit for duty. So please read over these guidelines carefully.

When submitting your FMLA medical documentation, TSA will use this medical documentation and review the medical fitness for duty guidelines to determine fitness for duty.

Please take an hour and view this presentation concerning Fitness for Duty helps explain the process for a  Medical Fitness for Duty Evaluation requested by management.

Prior to you submitting any medical documentation declaring FMLA, contact your Local 1040 union representative.