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Family & Medical Leave Act

From time to time, employees may require a leave of absence to tend to certain family or medical situations.

To help employees balance work responsibilities with family and medical needs, and in compliance with the federal Family and Medical Leave Act (FMLA), we provide family and medical leave to eligible employees requiring time off.

Family and Medical Leave Act

FMLA allows eligible employees to take up to twelve weeks of unpaid leave per year for a serious personal health condition:

  • Incapacity due to pregnancy, prenatal medical care or childbirth.
  • To care for the employee’s newborn child, newly adopted child, newly placed foster child.
  • To care for the employee's spouse, domestic partner, son, daughter, or parent, who has a serious health condition.
  • A qualifying exigency leave for military service.
  • Military caregiver leave to care for an injured or ill service member or veteran.

Leave can be taken intermittently, or the employee may work a reduced schedule, when appropriate, to meet the employee's medical necessities. FMLA is required for qualifying absences.

Forms and Resources

The GRCC FMLA policy provides detailed information regarding procedures and eligibility.

A GRCC Leave of Absence form may be requested from an HR Generalist if an employee is not eligible for FMLA.

Returning to Work

If your health condition is considered a disability under the Americans with Disabilities Act (ADA) and you are in need of accommodations to enable you to perform the essential functions of your job when you return to work, you may contact GRCC’s ADA Coordinator at (616) 234-2120 or your HR Generalist, to discuss your needs.

Family First Coronavirus Response Act

If you believe you are eligible for the Expanded FMLA as defined in the Families First Coronavirus Response Act (FFCRA), please see our webpage dedicated to FFCRA.


If you have questions, please contact Stacia Barczak at (616) 234-4018.