Rhi,
You have a great package. Mine has to be paid for by payroll deduction and then only pays 60%. The unfortunate result of this is that the people who need it most can scarcely afford it and usually don't have it. On top of that, HR will only get involved if you have trouble getting the benefit from the insurance company. Being able to get the time off and still have the job is up to supervisors if it isn't FMLA.