If FMLA or an extended leave is needed, an email must be sent to 33UL@kellyservices.com- including the dates of the leave needed. We do offer up to 30-day unpaid leave for all INTs who have completed their 90-day probationary period. This does include any days not scheduled, as no INT can miss more than 30 days consecutively. If for any reason you need more than 30 days, please read the eligibility requirements below: 

Eligible Employees 

Employees must meet the following criteria to qualify for FMLA: 

• Have worked for Kelly for at least 12 months. Under FMLA, working only one day during a week is equal to working an entire week. 
• The 12 months of employment need not be consecutive months; however, employment prior to a break in service of more than seven years generally is not counted. 
• Have worked a minimum of 1,250 hours (approximately 25 hours per week) in the 12 months prior to the start of the requested FMLA leave. 
• An eligible part-time Employee (less than 40 hours/week for purposes of this policy) is entitled to FMLA leave on a pro-rata basis only. 

Leave Entitlement 

Kelly grants eligible Employees up to a total of 12 weeks of unpaid, job-protected FMLA leave in a rolling 12-month period for one or more of the following reasons:  

• Birth of an Employee’s child, or to care for the newborn child 
• Due to the placement of a child with the Employee for adoption or foster care and to care for that child 
• Care of an Employee’s spouse, parent (but not parent-in-law), or child with a serious health condition 
• A serious health condition of the Employee that makes the Employee unable to perform the essential functions of his/her job 
• A “qualifying exigency” arising out of the fact that your spouse, son, daughter, or parent is on active military duty, or has been notified of an impending call to active-duty status, in support of a contingency operation 
• Military Caregiver – caring for your spouse, child, parent, or next of kin who is recovering from a serious illness or injury sustained in the line of duty, on active military duty. This is the only type of FMLA leave that may extend beyond 12 weeks for up to 26 weeks.   

Following the email sent from 33UL with this information, it is the INT’s responsibility to begin filing a claim with UNUM if they meet the eligibility requirements. It is the INT’s responsibility to follow up with UNUM on their claim status and keep 33UL informed about the status of the claim. If we do not hear back from UNUM stating you are eligible for an extended leave, you will be expected to return to work after the 30-day leave. 

On day 27 of your leave we will reach out to confirm that you will be returning to work, or if you will be resigning from your position, if no communication has been received during this process. If a response is not received within 72 hours, and you do not return to your shift on your designated return date, your contract will be ended. 

Working while on an Extended Leave 

Kelly prohibits Employees from performing outside/supplement employment during extended leaves and FMLA leaves. Kelly discourages Employees from continuing to perform any of their job duties while on leave. Should an Employee request to work from home while on an extended or FMLA leave, Kelly reserves the right to request medical certification supporting such request. In addition, participation in non-work-related activities inconsistent with the qualifying reason for the leave or conduct that abuses the grant of a leave of absence may result in loss of leave approval and may subject the Employee to discipline and/or discharge.