Leave & Time Off

Mom holding her baby

George Fox offers many types of leave and paid time off to meet your medical, personal and family needs:

Want to know how much vacation time you earn? View vacation accrual for staff or vacation accrual for administrators.

Detailed information on leave and time off can be found in the Employee Handbook.

Leave of Absence

George Fox offers both medical leave – time off due to your own serious health condition – and family leave, for when you care for an immediate family member who suffers from a serious health condition, or a sick child.

Below are common questions associated with the U.S. government’s Family and Medical Leave Act (FMLA) and the Oregon Family Leave Act (OFLA).

Request a Leave of Absence

Family and Medical Leave Act (FMLA) FAQs

The FMLA is a federal law that requires covered employers to provide employees with up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons.
To be eligible for FMLA leave, you must have been employed by your employer for at least 12 months and have worked at least 1,250 hours during the 12 months prior to the start of your leave. In addition, your employer must have at least 50 employees within 75 miles of your worksite.
A serious health condition is defined by the FMLA as an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility, or continuing treatment by a healthcare provider.
Yes, the FMLA allows for leave for the birth or placement of a child for adoption or foster care. This leave may be taken all at once or may be taken intermittently as needed.
No, you have the option to take your FMLA leave intermittently, or in separate blocks of time, if medically necessary. You can also choose to take your leave on a reduced leave schedule, which allows you to work a reduced schedule while still receiving partial pay.
During your FMLA leave, your employer is required to maintain your group health insurance coverage under the same terms as if you were still working. You will be required to pay your share of the premiums for this coverage.
You are required to provide your employer with at least 30 days’ notice before taking FMLA leave, if the leave is foreseeable. If the need for leave is not foreseeable, you must provide notice as soon as possible, generally within one or two business days of learning of the need for leave.
No, it is illegal for your employer to terminate your employment because you have taken FMLA leave. Upon returning from FMLA leave, you are entitled to be restored to the same position you held before taking leave or an equivalent position with equivalent pay, benefits, and other terms and conditions of employment.

Oregon Family Leave Act (OFLA) FAQs

The Oregon Family Leave Act (OFLA) is a state law that allows eligible employees to take up to 12 weeks of unpaid, protected leave to bond with a new child, care for a family member with a serious health condition, or attend to certain military family needs.
To be eligible for the OFLA, an employee must have worked for their employer for at least 180 days and have worked an average of 25 hours per week during that time.
No, you can take OFL on an intermittent basis or reduce your work schedule as needed, as long as your employer agrees and it doesn't create an undue hardship for the employer.
Yes, OFL also applies to adoptive parents and allows them to take leave to bond with a newly adopted child.
No, your employer is required to continue your health insurance while you are on OFL, but you may be required to pay your normal premiums while on leave.
No, OFL is unpaid leave. However, you may be able to use any available vacation, sick, or personal time to receive pay during your leave.
No, your employer is not allowed to fire you or discriminate against you for taking OFL. However, your job may not be guaranteed upon your return from leave.
To request OFL, you should notify your employer as soon as possible of your need for leave and the expected duration of the leave. You may be required to provide documentation to support your request.