It is the policy of Triton Manufacturing that all vacation days must be taken before taking FMLA.


The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to: Twelve workweeks of leave in a 12-month period for the birth of a child and to care for the newborn child within one year of birth; the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement; to care for the employee’s spouse, child, or parent who has a serious health condition; a serious health condition that makes the employee unable to perform the essential functions of his or her job; any qualifying exigency arising out of the fact that the employee's spouse, son, daughter, or parent is a covered military member on; covered active duty; Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness who is the spouse, son, daughter, parent, or next of kin to the employee (military caregiver leave).


What portion of my vacation days do I have to use prior to taking FMLA?



FMLA Covered Service Member Military Family Leave

FMLA Designation Notice

FMLA Employees Serious Health Condition

FMLA Family Members Serious Health Condition

FMLA Military Family Leave

FMLA Notice of Eligibility, Rights and Responsibilities