Medical Leave
Prince George’s County offers both FMLA and FML to eligible County employees. For more details about these types of medical leave, or to apply for either type, please see the information below.
Family Medical Leave Act
The Family and Medical Leave Act (FMLA) of 1993 is the federal law that requires employers to provide eligible employees with up to twelve (12) workweeks of unpaid, job-protected leave in a 12-month period for qualifying family and medical reasons. It is the policy of Prince George’s County to comply with the provisions of the FMLA and the relevant regulations. The Office of Human Resources Management, Occupational Medical Services is responsible for processing all requests for FMLA related leaves for Prince George’s County departments.
- Eligibility: Employees must have been employed for 12 months and must have actually worked 1,250 hours during the previous 12 months.
- Coverage: 12 workweeks during any 12 months
- Family Members: Spouse, child, or parent
Prince George’s County Family Medical Leave
The County offers eligible employees enhanced Family Medical Leave (FML) benefits for up to 15 workweeks of any combination of paid and unpaid leave. Unless specifically identified in County Personnel Law Section 16-225.01 and/or Personnel Procedure 284 Section 11 (rev. 2017), the County administers FML pursuant to the federal FMLA regulations. OHRM is responsible for oversight of the processing and maintenance of all employee requests for FML received from the respective agency FML coordinators. Upon review of the requests and required supporting medical documentation, OMS is responsible for making a final FML determination on behalf of the OHRM Director (PL Sec.16-225.01, (c)).
- Eligibility: Employees must be eligible to earn annual leave and have been employed by County for 12 months; must be paid for 1,040 hours during the previous 12 months; and can be in any pay status in order to meet this threshold.
- Coverage: 15 workweeks during any 12 months
- Family Members: Spouse, child, parent, or parent-in-law
FMLA & FML Resources and Forms
- FML Request Form
- Employee’s Serious Health Condition Form - use when a leave request is due to the medical condition of the employee.
- Family Member’s Serious Health Condition Form - use when a leave request is due to the medical condition of the employee’s family member.
- Qualifying Exigency - use when the Military leave request arises out of the foreign deployment of the employee’s spouse, son, daughter, or parent.
- Military Caregiver Leave of a Current Service Member - use when requesting leave to care for a family member who is a current service member with a serious injury or illness.
- Military Caregiver Leave of a Veteran - use when requesting leave to care for a family member is who a covered veteran with a serious injury or illness.
- FMLA vs FML Chart
- FMLA Frequently Asked Questions
- FMLA Poster
- FML Coordinator Verification Form
- Kronos Eligibility Verification Process
In light of the Coronavirus Disease 2019 (COVID-19) pandemic, Congress passed the Families First Coronavirus Response Act (FFCRA), which includes both the Emergency Paid Sick Leave Act (EPSL) and the Emergency Family and Medical Leave Expansion Act (EFMLA). These laws provide additional leave benefits for most employees, including County employees. The FFCRA is effective April 1, 2020 through December 31, 2020; however, the EPSL and EFMLA benefits have been extended through March 31, 2021.
While the FFCRA provides a range of measures designed to ease economic pressures associated with the COVID-19 crisis, two key sections will impact the County’s existing leave policies with respect to leave related to COVID-19. Outlined below are the different leave types available and the employees eligible for each under the FFCRA. The FFCRA benefits chart also provides an overview of these benefits.
If you have questions regarding the FFCRA, EPSL, or EFMLA, please contact your agency Human Resources Liaison.
Emergency Paid Sick Leave Act (EPSL)
- Availability: April 1 through December 31, 2020 (Extended through March 31, 2021)
- About EPSL: provides up to 80 hours of temporary new emergency paid sick leave to eligible employees who are unable to report to work or telework due to one of the following six COVID-19 related reasons: (1) the employee is subject to a Federal, State, or local quarantine or isolation order; (2) the employee has been advised to self-quarantine by a healthcare provider; (3) the employee is experiencing symptoms and seeking a medical diagnosis; (4) the employee is caring for an individual subject to a quarantine, isolation order, or who has been advised to self-quarantine by a healthcare provider; (5) the employee is caring for their minor child because of school and childcare provider closures; or (6) the employee is experiencing any substantially similar condition as identified by the Secretary of the Department of Health and Human Services.
- Coverage: The County will provide up to 80 hours of paid leave for the first two weeks of EPSL. If the employee is using the EPSL for the employee’s own condition, they will receive 100% of their regular rate. If the employee is using the EPSL to care for a family member, they will receive two-thirds (2/3) of the employee’s regular rate. While the EPSL only requires that this benefit be paid up to a certain cap, Prince George’s County has made the decision to ensure that all employees are paid at least two-thirds of their regular salary, even if it exceeds that cap.
- Eligibility: Full- and part-time employees (pro-rated for part-time employees), contract and temporary employees. There is no minimum work time requirement. In accordance with authority granted by the Department of Labor, certain employees whose performance is essential to the County’s continuity of services are not eligible for EPSL for childcare purposes. These employees include, but are not limited to, County personnel from Police, Sheriff, Fire/EMS, Corrections, Health Department, Emergency Management, Homeland Security, 911 operators, and Public Works and Transportation. However, extenuating and extraordinary circumstances will be reviewed on a case by case basis by OHRM.
- Form: EPSL Request Form ~ submit the completed form, along with supporting documentation, to your agency Human Resources Liaison.
For some grant-funded employees, any leave eligibility may be dependent upon the terms of the grant. Please review your grant documents and contact OHRM@co.pg.md.us if you have questions.
Emergency Family and Medical Leave Expansion Act (EFMLA)
- Availability: April 1 through December 31, 2020 (Extended through March 31, 2021)
- About EFMLA: provides up to 12 workweeks of job and healthcare benefit protected leave to employees who are unable to report to work or telework due to a need to care for their child under the age of 18 whose school or place of care is closed due to COVID-19. Unlike the current Family Medical Leave Act (FMLA), EFMLA allows leave only for school or childcare closures related to COVID-19 and will provide paid leave after 10 days under this category. If an employee seeks to claim this benefit, the first 10 days are unpaid but may be supplemented with other leave, including EPSL.
- Coverage: The first two weeks of EMFLA are unpaid; however, employees may use EPSL or other accrued leave to receive their regular pay. After the first two weeks, the employee will be paid at two-thirds (2/3) of their salary for any remainder of the 10-week period. In addition, employees may receive full pay by supplementing this benefit with any accrued leave. While the EFMLA only requires this benefit to be paid up to a certain cap, Prince George’s County has made the decision to ensure that all employees are paid at least two-thirds of the regular salary, even if it exceeds that cap.
- Eligibility: Regular, contractual, and temporary employees employed by the County for at least 30 calendar days and who have not already exhausted all their FMLA benefits. In accordance with authority granted by the Department of Labor, certain employees whose performance is essential to the County’s continuity of services are not eligible for EFMLA. These employees include, but are not limited to, County personnel from Police, Sheriff, Fire/EMS, Corrections, Health Department, Emergency Management, Homeland Security, 911 operators, and Public Works and Transportation. However, extenuating and extraordinary circumstances will be reviewed on a case by case basis by OHRM.
- Form: EFMLA Request Form ~ submit the completed form, along with supporting documentation, to your agency Human Resources Liaison.
FFCRA Resources
- Memo to Employees from the Chief Administrative Officer
- FFCRA Benefits Chart for County Employees
- FFCRA Frequently Asked Questions by OHRM
- FFCRA: Employee Paid Leave Rights
- FFCRA: Employer Paid Leave Requirements
- FFCRA: Questions and Answers
- FFCRA Employee Rights Poster
- FFCRA: Employee Webinar Presentation Handout
- FFCRA: Employee Webinar Presentation Recording (Please note: County employees must login with their County email address and password to access this training on the County Learning Management System. Instructions on how to login to the LMS can be found online here)