Family Medical Leave Act (FMLA)

IMPORTANT DISCLAIMER: The reader is advised that the material contained on this page is meant as a summary only! It in no way represents a comprehensive discourse on the topic. The reader must read the current negotiated agreement between USPTO Management and POPA for a thorough and complete understanding of the topic. If there are questions or a need for further assistance, then the reader is also advised to contact their POPA representative or a POPA officer.

Employees with at least one year of federal government service are entitled to up to 12 weeks of leave without pay during any 12 month period under FMLA.  This entitlement is for care after the birth or adoption of a child, care of a spouse, son, daughter or parent with a serious health condition, the employee’s own serious health condition and care of a servicemember with a serious illness or injury.  FMLA is flexible in that it can be taken intermittently to deal with the employee’s particular situation.  An employee is not required to have used any remaining accrued paid leave prior to qualifying for FMLA.