Family and Medical Leave Act (FMLA)

Policy Update

Effective January 1, 2021, the FMLA Policy calculation period changed from a calendar year to a 12-month rolling look-back period.
See the update summary and the revised FMLA Handbook (policy).

The Family and Medical Leave Act (FMLA) allows eligible employees to balance their work and family life by taking up to 12 weeks of continuous or intermittent unpaid leave for certain family or medical reasons. FMLA administration services are provided by UnitedHealthcare.

Contact UnitedHealthcare

Phone: (866) 556-8298
Monday to Friday 8 a.m. to 6 p.m.
Email: FPCustomerSupport@uhc.com

Website: www.myuhc.com

FMLA FAQs

Who's eligible for FMLA?

Any exempt or classified status employee:

employed by the County for at least twelve (12) months (does not have to be consecutive)
worked at least 1,250 hours during the twelve (12) months immediately preceding the commencement of the leave

Why would I use FMLA?

FMLA provides a guarantee of job security and continuation of employee benefits during the approved leave.

When can I use FMLA?

FMLA provides that eligible employees may be entitled to up to 12 weeks of unpaid scheduled leave for continuous or intermittent absences due to any of the following:

Pregnancy, prenatal care, bonding, or placement of a child for adoption or foster care
Your own serious health condition
To provide care for a qualifying family member with a serious health condition
Service member family leave (up to 26 weeks in a 12-month period)
Qualifying military exigency

How do I request FMLA leave?

Contact UnitedHealthcare (UHC) at the toll free number (866) 556-8298.
- UHC will advise if you need to have your physician complete a FMLA certification form.
- UHC will approve/deny your leave and advise your supervisor.
- To submit paperwork, fax to (866) 334-0985.
Submit leave requests using OPUS.

How do I get paid during FMLA leave?

You must use accumulated annual leave for FMLA absences if your annual leave bank contains more than 40 hours.

Accrued compensatory leave may be used for FMLA absences according to the Comp Time Usage Policy .

If you have accumulated extended illness leave, it must be used for FMLA absences. (Extended illness leave accrual ended in 1994 but some long-time employees still have extended illness leave time in their leave bank.)

Return to top