Tomball Independent School District

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Family Medical Leave

Family Medical Leave

EMPLOYEES’ ELIGIBILITY, RIGHTS, AND RESPONSIBILITIES
WHILE ON FAMILY MEDICAL LEAVE

Employee Eligibility & Rights

To be eligible for family and medical (FML) an employee must have worked for at least 12 months and have worked at least 1,250 hours in the 12 months preceding the leave. If an employee is eligible for FML they have the right to take 12 weeks or 60 days intermittent days of unpaid leave during their work calendar year.

Your health benefits will be maintained during FML under the same conditions as if you continued to work; and you will be reinstated to the same or an equivalent job with the same pay, benefits, and terms and conditions of employment on your return from leave. If you do not return to work following FML for a reason other than (1) the continuation, recurrence, or onset of a serious health condition which would entitle you to FML; or (2) other circumstances beyond your control, you will be required to reimburse the District for its share of health insurance premiums paid on your behalf during your family and medical leave.

For exceptions and further information see the:

Campus/facility poster “Employee Rights and Responsibilities under the Family and Medical Leave Act."  Contact your campus principal or department director if you cannot locate the posting.
Board Policy DEC (Legal) in TDAS. Go to the Document Library Home and open the Administrative Regulations folder, then select D - Personnel.
DEC (Local) in the Employee Handbook in TDAS. Go to the Document Library Home and open the Human Resources folder, then select Employee Handbooks.

If you do not qualify for FML you may request catastrophic leave. Please contact payroll in Human Resources if you do not qualify.

Employee Responsibilities
  • Employees who are seeking to go out on FML are required to submit a WH-380 FMLA certification form to Human Resources within 15 working days of your first day out. Failure to provide a complete and sufficient medical certification within 15 working days may result in a delay or denial of your FMLA request.
  • The employee is to immediately review Board Policy DEC (Legal) and DEC (Local) in the Employee Handbook for further information regarding leave taken using the Family and Medical Leave Act.
  • The employee should also immediately review the campus/facility poster “Employee Rights and Responsibilities under the Family and Medical Leave Act”. Contact your campus principal or department director if you cannot locate the posting.
  • An employee out on FML are to immediately notify Human Resources of any changes.
  • An employee seeking to return to work after a leave because of his or her own serious illness or the birth of a child must provide Human Resources with a medical release from their health care provider no sooner than 15 days and no less than 2 working days prior to returning to work.
  • The employee will not be permitted to return to work without express prior approval from Human Resources. Human Resources will review the physician's medical release and contact the employee's supervisor concerning the employee's eligibility to return to work.
  • If the employee does not notify Human Resources within 2 working days prior to returning to work they may be requested to return home.

Contacts:

Jim Baker, Director of Human Resources (281) 357-3100, ext. 2025

Pamela Gonzales, Human Resources (281) 357-3100, ext. 2012

Pam Norsworthy, Employee Benefits (281) 357-3100, ext. 2021



Human Resources