Family Illness Leave (FIL) is an extension of benefits provided under the Family Medical Leave Policy. Family Illness Leave entitles eligible employees to take up to 52 weeks of leave (paid or unpaid) during a 5 year period to care for the employee's seriously ill child, spouse or parent. Family Illness Leave is not provided for the employee's illness.
Family Illness Leave may be taken all at one time or intermittently. If taken intermittently, it must be in units of 1 hour or more.
The Family Illness Leave entitlement shall be accounted for in weekly increments. Any portion of a week used as Family Illness Leave will count as one full week of Family Illness Leave.
For more information, please refer to the FIL Quick Reference Guide.
|FIL Designation Letters and Applicable Forms||Description|
|Provisional FIL Designation Letter||Letter provisionally designating FIL pending receipt of additional medical documentation to support FIL absence.|
|Formal FIL Designation Letter||Letter formally designating FIL once supporting medical documentation has been received and verified.|
|WH380 F||Certification of Health Care Provider form for Family member's Serious Health Condition.|
|LOA Request Form||Leave of Absence Request Form.|
|FIL Worksheet||Tool that can be used to manually monitor the usage of the Family Illness Leave benefit.|
Q: Are all employees eligible for Family Illness Leave?
A: No. Full time, permanent, probationary, trainee, or time-limited employees are eligible. Part time (half time or more), permanent, probationary , trainee, or time-limited employees are eligible on a pro-rated basis. Temporary employees are not eligible. Additionally, in order to be eligible for Family Illness Leave, an employee must have been employed by state government for 12 months and have been in pay status for at least 1040 hours prior to the Family Illness Leave qualifying event.
Q: What happens to my health insurance if I am exhausting my Family Illness Leave entitlement and I am placed on Leave of Absence without pay?
A: While on unpaid Family Illness Leave the employee may continue coverage under the State's health insurance program by paying the full premium cost (no contribution by the State).
Q: Can I exhaust my sick or vacation and then begin exhausting my 52 weeks of Family Illness Leave?
A: No. An employee cannot exhaust paid leave for any period of time and then be placed on Leave of Absence without pay (LOA/LWOP) and be entitled to begin exhausting the 52 weeks of Family Illness Leave.
Q: Can Family Illness Leave be taken for maternity leave?
A: Yes. Family Illness Leave can be taken for applicable family members for the period of incapacity due to pregnancy, or for prenatal care, even when the employee's family member does not receive treatment from a health care provider during the absence, and even if the absence does not last more than three days.
THE NORTH CAROLINA DEPARTMENT OF
CORRECTION DOES NOT DISCRIMINATE ON THE BASIS
OF RACE, COLOR, SEX, RELIGION, NATIONAL ORIGIN, AGE, OR DISABILITY.
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