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Family Medical Leave Act (FMLA)

Effective January 16, 2009 FMLA will be administered under revised regulations.

The Family and Medical Leave Act (FMLA) requires NTI and the Client to provide up to 12 weeks of unpaid, job protected leave to eligible employees for certain family and medical reasons. Employees are eligible if they have worked for the joint employers for at least one year and for 1,250 hours over the previous 12 months. Controlling location for eligibility will be determined by the site from where you receive work directives.


Reasons for taking leave:

  • The birth or placement of a child for adoption or foster care
  • To care for an immediate family member (spouse, child or parent) with a serious health condition.
  • When the employee is unable to work because of a serious health condition.

Employees may take leave for the above reasons by taking: leave in a single block of time (the full 12 weeks of unpaid leave); intermittent leave when medically necessary; leave in blocks of time ( less than the total 12 weeks); or by reducing their normal weekly or daily work schedule. The rolling 12 month period in which the leave may be taken begins on the first day leave is taken.

Employees may request a leave by completing a request form and returning it to NTI Department of Human Resources. Every effort should be made to initiate the request at least one month in advance. In the case of a medical or maternity leave, a written statement must accompany the application from the employee's physician. Statements can be faxed to NTI HR at 617-977-9570.

An employee expecting a child must notify the joint employers (NTI Department of Human Resources and her Client supervisor) as soon as she is aware of the pregnancy. It is the policy of NTI to permit expectant mothers to continue active employment as long as they are physically able to perform the duties of their position as confirmed by their personal physicians. Employees on an approved unpaid Family Medical Leave must use accrued sick and vacation and floating holiday time as part of this leave.

Before returning to work from any authorized leave of absence, employees must give NTI and their Client supervisor as much notice as possible. Employees returning from a medical or maternity leave must present a statement from their physician giving an approved date to return to work. Employees should notify NTI HR and their Client supervisors promptly whenever an employee returns from a leave of absence. Human Resources Department will in return notify Payroll to place the employee on active status.

NTI and the Client will restore employees returning for an approved Medical/Family Leave to their original job or to an equivalent pay and benefits. Employees on Medical/Family Leave are responsible for informing their Client supervisors and NTI HR as soon as possible if they do not intend to return to work at the end of the leave period.

Please be advised the FMLA regulations have been amended effective January 16, 2009.

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