HR Reference Guide


As of July 1, 2021, some State employees are covered under Collective Bargaining Agreements (CBA), see the Division of Human Resource Management, Labor Relations Unit page for more information.  If you are in a job classification currently covered under a CBA, some of the terms and benefits of your employment may be different than the provisions outlined on this page. Please consult your CBA or agency's human resource for further information.


The Family and Medical Leave Act (FMLA) is a federal law that entitles an eligible employee with a qualifying leave event to job protected leave of up to 12 or 26 work weeks.

An initial request for "FMLA leave" or a request for leave that may qualify for FMLA protections (see QUALIFYING LEAVE EVENTS) should be reported to your agency's appropriate group (e.g., human resources) as soon as possible.

Click on below headings for more information on this topic


The eligibility factors used by State agencies include, has the employee worked for a State agency for:

  • 12 months (not required to be consecutive); and
  • 1,250 hours during the 12 months prior to the start of leave.


Leave events qualifying for up to 12 work weeks of leave:

  • Birth of a son or daughter or to bond with the newborn son or daughter;
  • The placement (or a need for leave for the placement to proceed, such as counseling sessions or travel due to an overseas adoption) with an employee of a son or daughter for adoption or foster care and to bond with the newly placed son or daughter;
  • Caring for a spouse, child1  or parent1  who has a serious health condition;
  • Employee's own incapacity due to a serious health condition; or
  • Issues arising out of the fact that an employee's spouse, son or daughter or parent is a military member on qualifying active duty or a call to qualifying active duty.

Leave event qualifying for up to 26 work weeks of leave:

  • Caring for a military member (or qualifying veteran) with a serious injury or illness if the eligible employee is the servicemember's spouse, son, daughter, parent or next of kin.


FMLA leave is approved by your agency's appointing authority or designee (e.g., human resources).


Code or verify coding of a timesheet in NEATS based on information provided by your agency's group responsible for FMLA administration (e.g., human resources).

Technical (step-by-step) guide: See the NEATS Timekeeping Module procedure (01.30.10) and NEATS tutorials.

When determining whether to APPROVE or REJECT a leave request or a leave entry on a timesheet consider the following factors:

  • Does the employee have sufficient accrued leave of the type being requested?
  • Is the reason stated for the leave an authorized use of that type of leave (in statute, regulation or policy)?
  • Do the notes (yellow sticky note image link on the timesheet) agree with the hours requested and information entered in the Additional Description: field?
  • Will you be violating any regulations or policies by approving or rejecting the leave?

 See your agency's policies, procedures or regulations for any agency specific processes (e.g., required hard copy form).  See the NEATS Handbook for applicable payroll code(s).


NAC 284.5811 states that the leave of an employee who is eligible and has a qualifying FMLA leave event due to a workers' compensation injury or illness "will be designated as leave pursuant to the Family and Medical Leave Act".


To find any of the following forms, please visit the Attendance and Leave webpage

  • FMLA Leave of Absence Form
  • FMLA Notice of Eligibility and Rights & Responsibilities 
  • FMLA Medical Certification for Employee 
  • FMLA Medical Certification for Family Member 
  • FMLA Certification of Qualifying Exigency for Military Family Leave 
  • FMLA Certification for Serious Injury or Illness of a VETERAN for Military Caregiver Leave 
  • FMLA Certification for Serious Injury or Illness of a CURRENT Service Member for Military Family Leave 
  • FMLA Designation Form 
  • FMLA Medical Release