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Iowa Civil Rights Commission Disclaimer

Iowa Civil Rights Commission Disclaimer. The information contained in this presentation is a brief overview and should not be construed as legal advice or exhaustive coverage of the topic. FMLA AND PREGNANCY LEAVE. CHAPTER 216 OF THE IOWA CODE.

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Iowa Civil Rights Commission Disclaimer

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  1. Iowa Civil Rights CommissionDisclaimer The information contained in this presentation is a brief overview and should not be construed as legal advice or exhaustive coverage of the topic.

  2. FMLAANDPREGNANCY LEAVE

  3. CHAPTER 216 OF THE IOWA CODE • Prohibits discrimination of a person temporarily disabled by pregnancy • Where other leave is not available, an employer shall not refuse to grant a pregnant employee an unpaid leave of absence for up to 8 weeks, as required by doctor’s orders.

  4. UNDER CHAPTER 216 OF THE IOWA CODE • Pregnancy is regarded as a temporary disability. • For the sake of comparison, an investigator would compare how other employees with temporary disabilities are treated under an employer’s policies • However, employers must attempt to reasonably accommodate a pregnant employee.

  5. FMLAFAMILY AND MEDICAL LEAVE ACT 1993 Requires employers with 50 or more employees within a 75-mile radius to provide eligible employees with unpaid family and medical leaves of absence of up to 12 weeks during a 12 month period.

  6. WHICH EMPLOYERS ARE COVERED ? The FMLA covers employers who have employed 50 or more employees for each working day during each 20 or more calendar workweeks (not necessarily consecutive workweeks) in the current or preceding calendar year.

  7. WHO IS ELIGIBLEFOR FMLA LEAVE ? • Must be employed by a covered employer • Must have been employed for at least 12 months with the covered employer as of the date the leave commences • Must have been employed for at least 1,250 hours of service for that employer during the previous 12-month period immediately preceding commencement of the leave • Work at a site with at least 50 employees or a site where the employer has at least 50 employees within a 75-mile radius.

  8. TYPES OF LEAVE AVAILABLE UNDER FMLA • FAMILY LEAVE • MEDICAL LEAVE

  9. FAMILY LEAVE An eligible employee, male or female, may take family leave because of : 1. The birth of a child/children 2. The adoption of a child/children 3. If the employee will have a foster child/children placed in his/her care 4. To take care of a spouse, child/children or parent with a serious health condition

  10. MEDICAL LEAVE An eligible employee may take medical leave: When an employee is unable to perform his or her job because of the employee’s own serious health condition ( includes pregnancy, miscarriages or complications or illnesses related to pregnancy )

  11. 3 WAYS FMLA LEAVE MAY BE TAKEN: • A leave of up to 12 consecutive weeks • Intermittent leave taken in separate blocks of time due to a single injury or illness • A reduced work leave schedule whereby the usual hours per workweek or per workday of the employee are reduced

  12. PAID OR UNPAID LEAVE? The FMLA does not require a covered employer to provide any paid leave. Under certain circumstances, the FMLA permits the employee to choose or the employer to require substitution of paid leave, which has been accrued pursuant to the employer’s policies, for any part of the leave, so that the total paid and unpaid leave equals 12 weeks.

  13. SUBSTITUTION FOR BIRTH, ADOPTION OR FOSTER CARE If an employee is requesting leave due to birth, adoption, or foster care placement, the employer may require, or the employee may request, use of: accrued vacation leave accrued personal leave

  14. REQUIREMENTS FOR REQUESTING LEAVE An employee must provide the employer at least 30 days’ advance notice before FMLA leave is to begin if the need is foreseeable. If circumstances require that the leave begin in less than 30 days, notice must be provided as soon as “practicable”*. * 1 to 2 business days of when the need for leave becomes known to the employee

  15. JOB BENEFITS AND PROTECTION For the duration of FMLA leave, the employer must maintain the employee’s health coverage under the existing premium contribution arrangement through any group health plan.

  16. JOB RESTORATION An employee returning from FMLA leave is entitled to be restored to either: 1. The same position the employee held before the leave 2. An equivalent position with equivalent benefits, pay and other terms and conditions of employment

  17. Iowa Civil Rights Commission Grimes Building, 400 E. 14th Street Des Moines, Iowa 50319 515-281-4121 800-457-4416 (toll free) fax: 515-242-5840 website: www.state.ia.us/government/crc

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