Leave Of Absence
Life happens, and we’re here to support you through it. Whether you need time away for your own health, to care for a family member, welcome a new child, or address other qualifying life events, our leave programs are designed to provide the time, resources, and support you need. Use the information below to explore available leave options, understand eligibility, and find guidance for requesting and managing your leave.
The Family and Medical Leave Act of 1993(FMLA) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Forvis Mazars is a covered employer under FMLA. To be eligible to take FMLA leave, you must meet the following criteria:
- Have been employed by Forvis Mazars at least 12 months (does not need to be consecutive); and
- Have worked at least 1,250 hours within the previous 12 months
All requests for FMLA or Bonding Leave are managed through MetLife.
| FMLA | Non-FMLA Medical Leave | Maternity Leave | |
| Reasons | Personal Health Condition, Parental Leave, Caring for a Dependent with a Personal Health Condition, Military Leave, etc. | Personal Health Condition | Recovery from giving birth and bonding with baby |
| Eligibility | Employees must be employed for 12 months and working 1250 hours over the past 12 months | All Employees are eligible to apply | All Employees are eligible to apply |
| Leave Duration | up to 12 weeks or 26 weeks if military | 1-12 consecutive weeks for intermittent occurrences | 14 or 16 weeks depending on type of birth |
| Pay Types | Unpaid, Short Term Disability, Bonding Leave | Unpaid, Short Term Disability | Short Term Disability, Bonding Leave |
| Benefit Premiums | Deducted through payroll and/or benefit re-payment plan initiated when employee returns to work | Deducted through payroll and/or benefit re-payment plan initiated when employee returns to work | Deducted through payroll and/or benefit re-payment plan initiated when employee returns to work |
Basic Leave Entitlement
Eligible employees are entitled to FMLA leave in a 12-month period for:
- The birth of a child or placement of a child for adoption or foster care
- To bond with a child (leave must be taken within one year of the child’s birth or placement)
- To care for the employee’s spouse, child, or parent who has a qualifying serious health condition
- For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job
- For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent
- An eligible employee who is a covered service member’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness. Leave to care for the employee’s child after birth, or placement for adoption or foster care must be taken within one (1) year of the child’s birth or placement. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three (3) consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition
- Other conditions may meet the definition of continuing treatment
Military Medical Leave
Eligible employees with a spouse, son, daughter, or parent (but not in-law) on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty) in the Reserve component of the Armed Forces for deployment to a foreign country in support of a contingency operation or Regular Armed Forces for deployment to a foreign country may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, caring for the parents of the military member on covered active duty and attending post-deployment reintegration briefings.
FMLA also includes a special leave entitlement which permits eligible employees (spouse, son, daughter, parent (but not in-law) or next of kin of a covered service member) to take up to twenty-six (26) weeks of leave to care for a covered service member with a serious injury or illness during a single 12-month period (one time basis only).
A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is on the temporary retired list, for a serious injury or illness. These individuals are referred to in this policy as “current members of the Armed Forces.” Covered servicemembers also includes a veteran who is discharged or released from military services under condition other than dishonorable at any time during the five-year period preceding the date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation or therapy for a serious injury or illness. These individuals are referred to in this policy as “covered veterans.”
The FMLA definitions of a “serious injury or illness” for current Armed Forces members and covered veterans are distinct from the FMLA definition of “serious health condition” applicable to FMLA leave to care for a covered family member.
The firm recognizes employees may have a need to be excused from work for an extended period to tend to a personal situation or other circumstance.
Upon written request, the firm may allow extended, unpaid leave from one to 12 weeks, based upon the facts of the request and the business needs
The intent of a personal leave of absence (PLOA) request is for a personal situation that does not conform to the Family and Medical Leave Act of 1993 (FMLA). Approval of PLOA is discretionary.
Eligibility:
- Eligibility begins on the same day as the health-related benefits
- Be actively employed with Forvis Mazars
- Work at least 20 hours per week (1040+ hours per year)
- Interns, seasonal or temporary employees are not eligible
Leave for part-time employees will be pro-rated based on existing flexible work arrangement or average hours per week worked.
Request Process:
- An employee must notify their HR Manager/HR Business Partner to request PLOA
- The HR Manager/HR Business Partner informs the employee of the managing partner’s approval or denial of request for PLOA
- If the absence is for the employee’s own medical condition, a work release must be submitted before returning to work
Forvis Mazars Bonding Leave program is designed to give parents time to bond with their new child, support their partner and other immediate family members during this time and to adjust to this exciting, major life changing event, without impacting their growing career. In addition to Bonding Leave, Birth Parents will also be eligible for additional time off and compensation under the Short-Term Disability benefit for their own medical needs related to the birth, including medical recovery time.
Bonding leave is available for the birth or adoption of a child. The leave must be used within a 12-month period following the date of birth or adoption. Unused Bonding Leave will not be paid out to the employee upon termination and does not apply to the adoption of stepchildren. Where applicable, leave under this policy will run concurrently with other available leave, including but not limited to, Family and Medical Leave Act (FMLA) and applicable state and local laws.
All requests for FMLA, short-term disability or Bonding Leave are managed through MetLife.
- Eligibility begins on the same day as the health-related benefits
- Be actively employed with Forvis Mazars
- Eligible employees must work at least 20 hours per week (1040+ hours per year). The benefit will be prorated based on hours worked, i.e., if an employee’s standard workday is four (4) hours, they would enter four (4) hours per day of Bonding Leave.
Interns, seasonal or temporary employees are not eligible
Eight (8) weeks firm-paid Bonding Leave (must be taken within 12 months of the birth or adoption of the child)
If a paid firm holiday falls during your paid bonding leave, you will be paid bonding leave instead of holiday pay, unless otherwise required by law. The holidays are not eligible to be carried over or used at a later date.
The first two-week (14 day) elimination period for short-term disability will be paid 100% regular pay by the firm.
The remaining short-term disability period (either 4 or 6 weeks) will be paid directly by the short-term disability carrier (and is not supplemented by paid leave by the firm).
The short-term disability period is dependent upon the medical certification and is typically 6-8 weeks total, including the elimination period.
After the short-term disability benefit ends, eight (8) weeks firm-paid Bonding Leave begins (and must be taken within 12 months of the birth of the child).
If a paid firm holiday falls during your paid bonding leave, you will be paid bonding leave instead of holiday pay, unless otherwise required by law. The holiday is not eligible to be carried over or used at a later date.
The firm supports our military personnel and complies with the Uniform Services Employment and Reemployment Rights Act (USERRA).
Employees will be provided a Military Leave of Absence for time away from work due to military service in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and applicable state and local laws. Advance notice of military service is required unless the circumstances prevent such notice or is otherwise not feasible.
Recognizing the importance of military service to our country, the firm goes beyond USERRA by providing salary differential opportunities to full-time employees.
Request Process:
The Notice of Military Leave of Absence should be completed as soon as the employee is aware of an upcoming leave. Please provide the following when submitting the form for approval:
- A copy of the military orders, with the understanding that the leave dates may change based on updated military orders
- Most recent earnings statement from military for determining differential pay eligibility
- A copy of your returning orders will be required upon your return to work. Returning orders should be submitted to MyHR@us.forvismazars.com or your HR Manager/HR Business Partner
