Family Medical Leave
FMLA provides eligible employees the ability to take necessary time off to care for themselves, their loved ones, or to welcome a new addition to their family. If you meet the eligibility requirements for an absence covered by the Family and Medical Leave Act (FMLA), the Barnes Leave of Absence Administrator will provide you with FMLA paperwork to run concurrently with your disability leave, providing you with job protection not to exceed the Federal or specific state’s FMLA requirements, whichever is most generous.
To initiate a leave, please visit our Employee Self Service website here or call us at 1-860-409-4692.
Before initiating the process, review Barnes LOA policy to understand the types of leave available and any specific procedures or documentation required. Have your employee ID, and details about the reason for your leave ready.
Returning to Work
When you return to work from an approved disability, you will need to provide a Return to Work note or similar form completed by your physician, which includes the date permitted to return along with any return to work accommodations or restrictions. The Company reserves the right to make the final judgment regarding the employee’s ability to continue or to return to work.
Job Protection
Upon return from FMLA leave, employees must be restored to their original job or an equivalent job with equivalent pay, benefits, and other employment terms and conditions.
For more information on FMLA, visit the Department of Labor website.
Employees are eligible if they:
- Work for Barnes for at least 12 months
- Have at least 1,250 hours of service with Barenes during the 12 months before their FMLA leave starts
Employees can use FMLA leave for several reasons, including:
- The birth of a child or placement of a child with the employee for adoption or foster care
- The care for a child, spouse, or parent who has a serious health condtion
- A serious health condition that makes the employee unable to work
- Reasons related to a family member’s service in the military, including
- Qualifying exigency leave – leave for certain reasons related to a family member’s foreign deployment
- Military caregiver leave – leave when a family member is a current servicemember or recent veteran with a serious injury or illness
Here is a comprehensive list of states that have passed laws expanding access to job-protected leave beyond the federal Family and Medical Leave Act (FMLA):
· California: Provides 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include domestic partners, children of domestic partners, grandparents, grandchildren, and siblings. Extends coverage to all employees of employers with at least five employees, regardless of how close together employees’ worksites are located.
· Colorado: Mirrors FMLA but expands the definition of family member to include children over the age of 18, domestic partners, grandparents, grandchildren, and siblings. Colorado also has a Family and Medical Leave Insurance Program that provides 12 weeks of job-protected leave for FMLA reasons and to address the safety needs and impact of domestic violence and/or sexual assault. Extends coverage to all employees, regardless of employer size, once an employee has earned at least $2,500 in the last year and worked for their current employer for more than 180 days.
· Connecticut: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 75 or more employees.
· District of Columbia: Provides up to 16 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 20 or more employees.
· Hawaii: Provides up to 4 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with one or more employees.
· Massachusetts: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 50 or more employees.
· New Jersey: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 30 or more employees.
· Oregon: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 25 or more employees.
· Rhode Island: Provides up to 13 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 50 or more employees.
· Vermont: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 10 or more employees.
· Delaware: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 50 or more employees.
· Illinois: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 50 or more employees.
· Maine: Provides up to 10 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 15 or more employees.
· Maryland: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 15 or more employees.
· Minnesota: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 21 or more employees.
· Nevada: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 50 or more employees.
· New Hampshire: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 50 or more employees.
· New York: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with one or more employees.
· Washington: Provides up to 12 weeks of job-protected leave for FMLA reasons. Expands the definition of family member to include siblings, grandparents, and grandchildren. Covers all employers with 50 or more employees.
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