Section 1-612.04a - Paid parental, family, and medical leave.(a)(1) An eligible employee shall be entitled to receive leave with pay for not more than 8 workweeks total in a 12-month period for any combination of leave as follows: (A) Up to 8 workweeks for qualifying parental leave events;(B) Up to 8 workweeks for qualifying family leave events; and(C) Up to 2 workweeks for qualifying medical leave events.(2)(A) An employee who used unpaid leave or accrued sick or annual leave on or after October 1, 2022, and before January 1, 2023, for a qualifying medical leave event may receive up to 2 workweeks of retroactive paid medical leave; provided, that granting such leave does not cause the employee to exceed the total workweeks of paid leave available pursuant to paragraph (1) of this subsection.(B) To receive retroactive paid medical leave, an employee shall submit a request for such leave on or after January 1, 2023, and before February 28, 2023, to the employee's personnel authority. A request for retroactive paid medical leave shall state the number of workdays, not to exceed 10, for which the employee is seeking retroactive paid medical leave and whether the employee seeks: (i) Restoration of accrued sick leave;(ii) Restoration of accrued annual leave;(iii) Retroactive payment of salary for a period of unpaid leave; or(iv) A combination of restored accrued leave and retroactive payment of salary for a period of unpaid leave.(C) Within 20 business days after timely receipt of a request for retroactive paid medical leave, a personnel authority shall, consistent with the request and paragraph (1) of this subsection, restore the employee's accrued leave and, as appropriate, retroactively pay the employee's salary.(D) Retroactive paid medical leave granted under this paragraph shall count against the 2 workweeks of paid medical leave available under paragraph (1)(C) of this subsection.(b) Beginning on the applicability date of this subsection, an eligible employee shall be entitled to receive leave with pay for not more than 12 workweeks in a 12-month period for any combination of leave as follows: (1) Up to 12 workweeks for qualifying parental leave events;(2) Up to 12 workweeks for qualifying family leave events;(3) Up to 12 workweeks for qualifying medical leave events; and(4) Up to 2 workweeks for qualifying pre-natal leave events, except that qualifying pre-natal leave shall count against paid leave otherwise available to the employee pursuant to this section for qualifying medical leave events but shall not count against leave available for qualifying parental leave events.(c) For leave authorized by this section for a qualifying parental, family, medical or pre-natal leave event, the leave: (1) May be exercised by an eligible employee only within the 12-month period following the start of the qualifying leave event;(2) May be used in no less than one-hour increments, except that an agency may establish a policy to allow leave to be used in no less than one-day increments if such policy is necessary to avoid additional overtime costs; and(3) Shall count against the 16 workweeks of family leave or medical leave provided under sections 3 and 4, respectively, of the D.C. FMLA (D.C. Official Code §§ 32-502 & 503); and(4) When the leave is qualifying medical or pre-natal leave: (A) The leave shall be available in addition to accrued sick leave available pursuant to section 1203; (B) An employee shall not be required to use or exhaust accrued sick leave prior to the use of medical leave available under this section; and(C) If the qualifying medical leave event is organ or bone marrow donation, the employee may exhaust donor leave available pursuant to section 1203 b before using leave under this section.(d)(1) If an employee using leave under this section is serving in a probationary capacity, the employee shall enter into a 1-year continuation of service of agreement, and the employee's probationary period shall be extended by the duration of the leave used.(2) In the event the probationary employee voluntarily separates in violation of the 1-year continuation of service agreement, the individual shall be indebted to the District government for the salary paid during the leave period. Indebtedness incurred pursuant to this paragraph shall be construed as an erroneous payment pursuant to Title XXIX; provided, that collection for such indebtedness may only be made through deductions from lump sum leave payments.(e) An eligible employee using leave under this section shall enjoy the same employment and benefit protections afforded to an employee under section 6 of the D.C. FMLA (D.C. Official Code § 32-505) ; except, that section 6(f) of the D.C. FMLA shall not apply to leave taken pursuant to this section. (f)(1) A personnel authority may require that a request for leave under this section be supported by appropriate certification or other supporting documentation.(2) The International Classification of Diseases, Tenth Revision (ICD-10), or subsequent revisions by the World Health Organization to the International Classification of Diseases, along with any health care provider or caretaker assessments, shall be used to determine the appropriate length of qualifying family leave to which an eligible employee is entitled, based on the serious health condition of the eligible employee's family member, or the appropriate length of qualifying medical leave to which an eligible employee is entitled, based on the serious health condition of the eligible employee, subject to the limits set forth in subsection (a) of this section.(3) Personnel authorities and agencies shall keep confidential any information regarding the nature of the serious health condition or the family relationship precipitating the request for leave.(g) Each agency shall maintain an accounting of leave used under this section and any records related to its use. Added by D.C. Law 24-212,§ 2, 69 DCR 013950, eff. 12/21/2022.