Updated: May 2019

Eligible employees may take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons:

  • The birth of a child or placement of a child for adoption or foster care;
    • Full-time, year-round employees are eligible for paid leave of up to four weeks, with the option to take an additional two weeks unpaid leave for the birth, adoption, or foster placement of a child.
  • To bond with a child (leave must be taken within one year of the child’s birth or placement);
  • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
  • For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;
  • For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.

Eligible employee who is a covered service member’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.

Employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employee may take leave intermittently or on a reduced schedule.

Employee may choose the use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with Maine Media’s normal paid leave policies.

While employee is on FMLA leave, Maine Media will continue health insurance coverage as if the employee were not on leave. Upon return from FMLA leave, employee will be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions.

Maine Media will not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.

Employee must meet these criteria in order to be eligible for FMLA leave.

  • Have worked for Maine Media for at least 12 months; and
  • Have at least 1,250 hours of service in the 12 months before taking leave.

Employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, employee must notify Maine Media as soon as possible.

Employee does not have to share a medical diagnosis, but must provide enough information to Maine Media so it can be determine if the leave qualifies for FMLA protection. Employee must inform Maine Media if the need for leave is for a reason for which FMLA leave was previously taken or certified.

Maine Media requires a certification and periodic recertification supporting the need for leave. If Maine Media determines that the certification is incomplete, Maine Media will provide a written notice indicating what additional information is required.

When Maine Media becomes aware that employee’s need for leave is for a reason that may qualify under the FMLA, Maine Media will notify the employee if he or she is eligible for FMLA leave and, if eligible, will also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, Maine Media will provide a reason for ineligibility. Maine Media will notify employee if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.