Family Care Leave

The firm provides covered employees up to 12 weeks of unpaid time off, in a rolling 12-month lookback period, due to:

• the adoption of a child (within the preceding 12 months);
• the care of a parent, spouse/domestic partner or child with a serious health condition; or
• birth-bonding with a newborn (within the preceding 12 months).

You are eligible for FMLA/FMLA-like leave if you have worked for the firm at least 12 months and worked at least 1,250 hours in the 12 months preceding the leave.

You must notify your Manager and Unum of your need for leave as soon as practicable and, if possible, at least 30 days in advance. In addition, you must provide Certification of Health Care Provider, verifying the family member’s serious health condition and the need for leave.

Compensation While on Family Care Leave and Budget Impact

Time off taken as Family Care Leave will be counted under the Federal (and District of Columbia, if applicable) Family and Medical Leave Act (FMLA), as well as any applicable state leave entitlements.

Compensation for Parental Leave differs from Family Care Leave. For more details, visit the Parental Leave page.

Generally, Family Care Leave is unpaid. However, you may use any time off available to you:

• Paid Time Off (PTO) (if available)
• TOP (if available)

Employees with an annual hour’s budget will receive budget relief for unpaid time off taken under the Family and Medical Leave Act and California Family Rights Act and WDC Family Care Leave. For accounting purposes, time off must be coded as follows:

Intermittent or Reduced Schedule Time Off

If you are approved for intermittent time off or a reduced schedule, you must provide advance notice of your time off to your Manager and Unum. You are responsible for tracking your time off in the Unum portal, Carpe Diem and/or Workday to ensure you receive the proper budget credit (if applicable) and pay integration.

Non-Exempt Employees Only:  You may use your available PTO for intermittent time off. Once you have exhausted your PTO, time off will be unpaid. On your timecard in Workday, enter PTO if you wish to be paid for your time taken. If you have exhausted your available PTO or do not wish to be paid for your time, choose “Unpaid Time Off” and in the Comment section, enter “FMLA Time.

Exempt (Associates/Of Counsel): Please contact Benefits-Firmwide regarding intermittent/reduced schedule.