One of the most confusing laws in Florida is the FMLA. Since we help our clients with recruiting, this is a topic that comes up often.
I copied this information from the state site http://www.myflorida.com/mybenefits/WorkLife/FMLA.htm
Employees with at least 12 months with the state, who have worked at least 1,250 hours in the last 12 months
Your own serious health condition when it makes you unable to perform your job, including time when you are out on short-term disability or Workers’ Compensation
Birth or adoption of a child
Providing foster care for a child
Serious health condition of spouse, children, parents
Active duty family leave and injured service member leave
Up to 12 weeks of leave in any 12 month period, and up to 26 weeks to care for a covered service member with a serious injury or illness.
How to Request
Make requests for leave under the FMLA policy to your supervisor as soon as practicable in advance of the leave – except when a medical emergency or an unforeseeable change in circumstance makes that impossible.
You may continue health, life or supplemental insurance benefits during leave by paying your portion of the monthly benefit premium, regardless of whether you are on unpaid or paid leave status.
Paid or Unpaid
Unpaid, unless you have accrued leave credits (regardless of whether you qualify for short-term disability or Workers’ Compensation benefits).
Job on Return
As long as you return to work at or before the end of the allowed leave, you will return to your former position or one that is equivalent in terms of benefits, pay and status.