Effective November 1, 2020 - We are pleased to announce that Family Medical Leaves will be administered by FMLASource on behalf of the City of Dallas. This new process will ensure that your leave decisions are made promptly, properly, and administered to protect your benefits and ensure that qualified claims are filed.
FAQs - Claim Submission Checklist - Reporting Leave Via Phone - Report Leave Online - FMLA Poster
Leave of Absence Experience FMLASource - Transition Notification for Employees Currently on Leave
Family and Medical Leave Act of 1993
FMLA provides up to 12 weeks of unpaid, job protected leave to “eligible” employees for certain family and medical reasons. You are eligible if you have worked for Client for at least 12 months and worked for 1,250 hours over the previous 12 months
Reasons for Taking Leave
Unpaid leave must be granted for any of the following reasons:
- To care for your child after birth, or placement for adoption or foster care
- To care for your spouse, son, daughter or parent who has a serious health condition
- For a serious health condition that makes you unable to perform your job
- In situations of qualifying exigency to be with a employee's spouse, parent or child if said person is an active service member or has an impending call to active duty in support of a contingency operation
- For the care of an injured service member if the service member is the employee's spouse, child, parent, or "next of kin." FMLA taken for this reason includes an entitlement of up to 26 weeks in a 12-month period.
Advance Notice and Medical Certification
You may be required to provide advance notice and medical certification. Taking leave may be denied if requirements are not met:
- You ordinarily must provide 30 days advance notice when the leave is foreseeable.
- City of Dallas may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness-for-duty report to return to work.
Job Benefits and Protection
- For the duration of FMLA leave, City of Dallas must maintain your health coverage under any "group health plan." You will continue to be responsible for your portion of the cost sharing of the premium payments.
- Upon return from FMLA leave, employees must be restored to their original or equivalent positions with equivalent pay, benefits and other employment terms.
- The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.
City of Dallas Employees - Step By Step Instructions to Apply for Leave
Step #1: Contact FMLASource by either the FMLASource website or by phone:
Phone: 1.833.515.0767 Monday – Friday, 7:30 a.m. – 9:30 p.m. CST
Step #2: Receive the Medical Certification Form from either your Leave Notification Packet sent by FMLASource or download from www.fmlasource.com. The Medical Certification Form is time-sensitive material. Be certain to check for the certification due date on your initial request letter provided in your FMLA Notification Packet.
Step #3: Take the blank Medical Certification Form to either your or your family member’s Health Care Provider. If your leave is not for medical reasons, please follow the instructions provided by the FMLASource Specialist and/or your Leave Notification Packet.
Step #4: Ensure that FMLASource received the completed Medical Certification Form prior to the certification due date. It is your responsibility to ensure paperwork gets returned in a timely fashion. If there are delays completing your forms, be sure to contact FMLASource prior to your certification due date:
Return the completed Medical Certification Form to FMLASource:
Address: FMLASource, NBC Tower – 13th Floor, 455 N. Cityfront Plaza Drive, Chicago, IL 60611-5322
Step #5: Receive and review the Decision Letter from FMLASource. Please note that the decisions are based on the certification completed by the health care provider. Notify FMLASource if your leave was denied and you need clarification on next steps.
Step #6: If approved for the leave, you will be responsible for keeping track of your available entitlement.
Intermittent Frequency Leave: Be sure to report each intermittent FMLA absence to FMLASource by midnight of the date of absence and follow your department’s call-off procedures. All prescheduled appointments need to be tracked ahead of time with both FMLASource and your company. Failure to call off to both parties may be subject to disciplinary action.
Continuous Frequency Leave: Pay close attention to the date range on your decision letter. Your position at your company is only protected during that date range. To keep your entitlement accurate and to ensure protection, please notify FMLASource if your leave is different than what was provided on the decision letter.