Payroll 310 Badge #03 - FMLA and PFMLA-Payroll 310 Badge #3

Video Transcription

Video Summary

This WASBO Payroll 310 Badge 3 module explains leave vs. protected leave, focusing on federal FMLA and Washington’s PFMLA/Family Care Act requirements for school districts. “Leave” is any time off; “protected leave” means job protection.<br /><br />FMLA (1993, governed by the U.S. Department of Labor) provides eligible employees up to 12 workweeks of job-protected leave in a 12‑month period for childbirth/adoption, caring for a spouse/child/parent with a serious health condition, the employee’s own serious health condition, or certain military exigencies. Military caregiver leave can provide up to 26 workweeks. Eligibility requires a covered employer and an employee who worked 12 months (not necessarily consecutive; breaks 7+ years generally don’t count), 1,250 hours, and works where 50 employees are within 75 miles. Leave can be intermittent. Paid leave may be used if allowed/required by policy/CBA. Employers must maintain health benefits and restore the employee to the same or equivalent job.<br /><br />Washington PFMLA (paid; administered by WA Employment Security Department) is funded by premiums and generally runs concurrently with FMLA. Employees qualify with 820 hours in a qualifying period and apply through ESD, with 30‑day notice when foreseeable. PFMLA offers medical leave (self) and family leave (care/bonding), with different duration rules (often 12–18 weeks depending on circumstances). The module highlights employer payroll responsibilities (premium deductions, quarterly remittance, notices) and provides scenarios and resource links.

Keywords

WASBO Payroll 310 Badge 3

leave vs protected leave

FMLA eligibility and job protection

intermittent FMLA leave

military caregiver leave 26 weeks

Washington PFMLA paid family and medical leave

WA Family Care Act school districts

payroll premium deductions and quarterly remittance