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Family Medical Leave Act (FMLA)

The Family Medical Leave Act (FMLA) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

  • Employees may take up to twelve (12) weeks for the following reasons:

·   the birth of a child and to care for the newborn child within one year of birth;

·   the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;

·   to care for the employee’s spouse, child, or parent who has a serious health condition;

·   a serious health condition that makes the employee unable to perform the essential functions of his or her job;

·   any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or

  • Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

FMLA Guidance for Employees (FAQ's)

FMLA Guidance for Supervisors (FAQ's)

To request FML or questions regarding Non-FMLA covered leaves, please contact Court HR Analyst, Don Hendrix at 520.866.5420 or email PinalSCHR@courts.az.gov to discuss options.

Please send all Medical documentation to our HIPPA fax (520) 866-5471

FMLA Changes

Effective January 13, 2019, the Superior Court in Pinal County will begin accounting for leave designation as FMLA in 15-minute increments, to be consistent with the shortest period of time that we use to account for use of vacation and sick leave. This will provide for an identical application of FMLA administration and sick and vacation leave administration.

Any questions related to this, please contact the Court HR Analyst, Don Hendrix at 520.866.5420 or email Pinalschr@courts.az.gov

Short Term Disability (STD) 

Short Term Disability (STD) is available to Court employees for their own serious health condition. Short-term disability pays a percentage of the employees salary if they become temporally disabled, meaning the employee is unable to work for a short period of time due to a serious health condition.

Short Term Disability - County Policy # 7.50 Policy Change: Employees required to use vacation leave to supplement short term disability gaps, may transfer a corresponding amount of sick time to their vacation leave bank to off set vacation leave use.

STD Guidance for Employees (FAQ's)

Americans with Disabilities Act (ADA)

The American's with Disabilities Act (ADA) is one of America's most comprehensive pieces of civil rights legislation that prohibits discrimination and guarantees that people with disabilities have the same opportunities as everyone else to participate in the mainstream of American life the ADA is an "equal opportunity" law for people with disabilities.

To be protected by the ADA, one must have a disability, which is defined by the ADA as a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. The ADA does not specifically name all of the impairments that are covered.

To request an accommodation, please contact Superior Court Human Resources at PinalSCHR@courts.az.gov.

For additional information, visit the ADA website at: www.ada.gov.

 

 

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