Family and Medical Leave

Purpose

Recognizing the occurrence of serious health conditions involving either the employee or a qualified family member, the University provides unpaid Family and Medical Leave (FMLA) of up to 12 weeks in a 12-month period.

Policy

Eligibility and Leave Entitlement

Employees who have worked for the University for at least 12 months (within the last 7 years) and at least 1,250 hours in the previous 12 months may take up to 12 weeks of unpaid leave for:

• Birth and care of a child
• Adoption or foster care placement
• Caring for a spouse, child, parent, or qualified dependent
• The employee’s own serious health condition
• Qualifying military exigencies

Eligible employees may take up to 26 weeks to care for a covered servicemember with a serious injury or illness.

Note: The 12-month period begins on the first day of approved leave.

Definitions

Parent

Biological, adoptive, step, foster parent, or a person who stood in loco parentis. Does not include parents-in-law.

Child

A biological, adopted, foster, or stepchild, or legal ward under 18, or incapable of self-care due to disability.

Spouse

A husband or wife as recognized under applicable state law, including same-sex and common-law marriages.

Sponsored Adult Dependent

An adult living with the employee for at least 12 months who is not a relative.

Serious Health Condition

An illness, injury, or condition involving inpatient care or continuing treatment by a health care provider.

Health Care Provider

Includes licensed physicians, nurse practitioners, psychologists, dentists, and other recognized providers.

Leave Usage

• Leave may be taken intermittently or on a reduced schedule when medically necessary.
• Birth/adoption leave must be used within 12 months.
• Employees must attempt to schedule treatment to minimize disruption.
• Leave is prorated for part-time employees.

Compensation and Benefits

• Accrued leave must be used concurrently with FMLA.
• Workers’ Compensation may run concurrently.
• The University continues health insurance and certain benefits.
• Employees must maintain required premium payments.

Notice Requirements

• 30 days’ notice is required when foreseeable.
• If not possible, provide notice as soon as possible.
• Employees must follow departmental call-in procedures.

Process

1. Submit an FMLA application within 15 days.
2. Department designates leave within 5 working days.
3. Additional information may be requested if needed.
4. Leave may be retroactively designated in qualifying cases.
5. Written notice of obligations must be provided to the employee.

Medical Certification

• Departments may require certification.
• Second and third opinions may be required at department expense.

Return to Work

• Employees are restored to the same or equivalent position.
• A fitness-for-duty certification may be required.
• Key employees may be denied restoration under specific conditions.

Benefits During Leave

• Health insurance and certain benefits continue.
• Failure to return may require repayment of premiums.