Salt Lake City

Human Resources

Phone: (801) 535-7900

FMLA

If you are feeling ill, (En español) please stay home and contact the Coronavirus hotline at 6411. They will triage you to determine what pay you are eligible for and will discuss with you the steps needed for your to return to work.

If you have any Coronavirus-related questions or leave needs, please call our Coronavirus hotline at 801-535-6411.

As a workforce, we continue to adapt to the changes that the Coronavirus (COVID-19) (En español) has introduced into our workplace and family lives. 

The impact from this pandemic has resulted in many governing authorities to take necessary actions to protect from and assist with these new daily challenges.  Very recently the Families First Coronavirus Response Act (FFCRA) was signed into federal law and will take effect Thursday, April 1, 2020 and stay in effect through Dec. 31, 2020.

Mayor Mendenhall’s Executive Order 3

TO ACCESS EMPLOYEE FAQ CLICK HERE.

Mayor Mendenhall’s Executive Order 4

TO ACCESS EMERGENCY RESPONDER* FAQ CLICK HERE.

*All employees in the Fire Department, Police Department, 911 Communications Bureau,Department of Airports, Department of Public Utilities, Department of Sustainability (Waste andRecycling Division) and Department of Public Services (Facilities, Streets and Fleet Divisions).

What is the FMLA?

Salt Lake City Corporation fully complies with the Family and Medical Leave Act of 1993 (FMLA). This leave provides up to 12 work weeks of job protected leave per 12–month period and requires that group health benefits be maintained during the leave as if the employee continued to work instead of taking leave.

Salt Lake City Corporation uses the 12-month period measured forward method for establishing the employee’s 12-month period. We measure 12 months forward from the first date an employee takes FMLA leave. The next 12-month period would begin the first time leave is taken after completion of the prior 12-month period.

For example, if Lucia’s FMLA leave beings on November 6, 2018, then her 12-month period is November 6, 2018 through November 5, 2019.

Employees are also entitled to return to their same or an equivalent job at the end of their FMLA leave.

The following are FMLA qualifying events:

  • The birth of a child, the placement of a child for adoption or foster care.
  • The employee’s serious health condition.
  • To care for a covered family member with a serious health condition.

The FMLA also provides certain military family leave entitlements. Eligible employees may take FMLA leave for specified reasons related to certain military deployments of their family members. Additionally, they may take up to 26 weeks of FMLA leave in a single 12-month period to care for a covered service member with a serious injury or illness.

  • Qualifying exigency while the employee’s family member is on covered active military duty or call to covered active military duty status.
  • To care for a covered service member with a serious injury or illness (military caregiver leave).

How to Request Leave under the FMLA?

To request leave, please fill out the Leave of Absence Request Form and submit it to the Leave Coordination Team as soon as possible. Click here to contact the Leave Coordination Team.

Employee Responsibilities

The employee is required to notify the City if the leave is for a potential qualifying FMLA event. If the leave is foreseeable, the employee must provide at least 30 days notice. If leave is not foreseeable, the employee or employee’s spokesperson shall give notice as soon as practicable.

Employees are responsible for ensuring that their FMLA forms are complete and turned into the HR Leave Coordination Team within the Department of Labor’s specified time-frame of 15 days.

While on continuous FMLA leave, employee must contact their supervisor at least every 30 days.

Contact the Leave Coordination Team at 801-535-7121 if you have any questions about leave.