Parental Leave

FCPS provides for time off when an employee has a baby, adoption, or a foster placement, in compliance with the FMLA Law and FCPS Regulation 300-42.  If you do not qualify for FMLA, you may be eligible for Personal Disability Leave as detailed in the Negotiated agreement.

Molly Bentz
Human Resources Associate
(301) 644-5093
Fax: (301) 644-5122
Email Molly Bentz to request a complete parental leave packet.

To Qualify

In order to qualify for FMLA, you must be employed with FCPS for more than 1 year, and have worked 0.5 or greater of your position in the year preceeding the leave.  For those who do not qualify for FMLA, FCPS offers Personal Disability leave for the time period when the employee is medically unable to work.

What to Do

When preparing for this absence, please use the following checklist;

Getting Paid

FMLA is an unpaid law that allows you to be absent for medical reasons, and also you are entitled to 12 weeks of bonding time with your new child.  In order to be paid during this time, you will use your available sick, personal, and vacation leave.  You may also consult with your affiliated Union to see if there are more pay options for you.   Contact your Association (FCTA 301-662-9077, FASSE 301-620-9217, FCASA) for information.

Returning to Work

For those who give birth to the child, you will need to provide the doctor’s medical release after the 6-8 week recovery period. 

By the 6th month of pregnancy, you must submit a Projected Parental Leave form.  If you do not intend to return to work, you must request an unpaid Leave of Absence by the 6th month of pregnancy.  This request is made to the HR Executive Director by submitting the Status Change Form.

Insurance Enrollment/Beneficiary Changes

The birth or adoption of your child is considered a Qualifying Event, making you eligible for benefit changes.  You have 30 days from the date of this event to make changes.  Please review the information under Life Events tab.

Special Considerations

Working until delivery

The employee is expected to work until delivery unless medically unable, at which time a physician would need to complete a separate Certification of Health Care Provider form.  This form should indicate the medical reason for an absence prior to delivery. 

Shared FMLA between spouses

If an employee and their spouse both work for FCPS, they may take 12 weeks of FMLA combined for the birth of the baby or adoption/foster care placement of a child.

Calculating the FMLA period

To calculate the FMLA period, a week is counted as a week of FMLA leave regardless of the work schedule. The only exception is if the school system temporarily closes for a solid week, the days the school system's activities have ceased do not count against the employee's FMLA leave entitlement. You will receive the dates of approved FMLA from the Benefits office. 

Additional health benefits for you

Breast pumps will be covered under the Durable Medical Equipment (DME) benefit for FCPS active employees.  If you use one of the in-network vendors, it will be paid at 100%.  If using an out of network vendor, it will be paid at 80% of eligible expenses after the $200 deductible.  National Ancillary DME breast pump providers will ship the breast pump directly to the member.  Members can order breast pumps no more than 30 days in advance of delivery.  Please refer to or call 1-866-386-2043 or contact a supplier on this list. Please be advised that network providers are subject to change.

FirstHelp - free 24-hour nurse advise line

Call 800-535-9700 anytime to speak with a registered nurse. Nurses can provide you with medical advice and recommend the most appropriate care.

Leave of Absence

You may decide to extend your absence from work beyond FMLA.  Per the Negotiated Agreement, if you plan to request an unpaid Leave of Absence for the remainder of the work year, you need to do so by the end of the sixth (6th) month of pregnancy.  Review the Leave of Absence page for making this request and other details.