How to Calculate FMLA
Under the Family and Medical Leave Act, the U.S. government guarantees a worker’s right to 12 weeks of unpaid leave during a one-year period. To qualify for FLMA, a worker must have worked at the same company for 12 months and logged at least 1,250 hours during that time frame.
FMLA may be used for the birth or adoption of a child, for personal illness or to care for an ill family member. FMLA may also be used to care for an ill or injured family member that is in the military; in that case, leave may be extended to 26 weeks within a year period. Calculating the amount of an employee’s salary to reduce due to FMLA leave is fairly simple.
Calculate the average number of hours worked per week for the 12-week period prior to when FMLA leave will begin. Add the amount of hours worked in each week during the previous 12-week period and divide by twelve.
Determine how leave will be used. Leave may be taken as 12 consecutive weeks without work, or it may be spread out in a manner that is useful to the worker. For example, a worker may request half days or partial weeks.
Compare the amount of leave to the worker’s usual schedule. If a worker has a usual five-day, 40-hour work week and would like to take half days, the worker would be using one half week of FMLA each week. In this example, the worker would be able to continue taking half weeks until a total of 12 full weeks worth of time has been used.
Plan for holidays and employer closings. A holiday has no impact on the calculation of FMLA. If an employer closes down for a week, where no employees are working, then the week of closing is not deducted from a worker’s FMLA hours.
Defer to federal guidelines when calculating and determining FMLA leave.
You Might Also Like : How to Tell Your Employer That You Need FMLA