Family & Medical Leave Act

Please Note: MMB Policy requires us to distribute the "Statewide Policy on FMLA" to all new employees. Please open and review the document below.

Statewide Policy on FMLA

FMLA Overview

For eligible employees, every fiscal year SCTCC will grant a leave of absence of up to twelve weeks of job-protected leave for certain family and medical reasons consistent with the FMLA, relevant state law, and collective bargaining agreements and personnel plans.

FMLA is a way to designate leave as protected under the law. It is not a separate bank of leave for employees to use. While on FMLA leave employees still use sick leave, annual leave, or leave without pay.

This is intended only as a general summary of the FMLA. The actual provision of the law will govern requests made under the FMLA. Please consult Human Resources for more information:


To be eligible you must have worked for the State of Minnesota for at least one year; and have worked at least 1,250 hours during the prior twelve months. Only actual hours worked will count.  

What FMLA is for:

FMLA Leave is for things like:

  • Incapacity due to pregnancy, prenatal medical care or child birth;
  • Care for the employee's child after birth, or placement for adoption or foster care;
  • Care for the employee's spouse, child, or parent with a serious health condition;
  • Care for a serious health condition that makes the employee unable to perform the employee's job.

Military Family Leave Entitlements

For Military Family Leave Entitlements please refer to the applicable section of the Statewide Policy on FMLA, Family Medical Leave Act of 1993

What you need to do:

  • You must let HR or your supervisor know if you think you may need to use FMLA qualifying leave.
  • If at all possible, a thirty day notice should be given along with medical certification, or as soon as possible.
  • SCTCC requires a Fitness for Duty report for you to return work.

What you need to know:

  • During FMLA leave, your health and dental insurance is paid the same as if you had been continuously employed.
  • If you return from FMLA leave immediately, you are entitled to the same or equivalent position, shift, benefits, pay, etc., that you held when the FMLA leave began.
  • If you have used all of your FMLA leave and need time to care for a spouse, parent, or child, you may request, in writing, a personal leave of absence. Personal leaves may be granted on different terms and conditions than FMLA leaves.