Family and Medical Leave
The Family and Medical Leave Act (FMLA) helps employees balance the demands of work and family while caring for their own and their families’ medical problems, without risking their jobs.
FMLA provides employees with 12 weeks unpaid leave (accrued benefits may be used to remain in paid status) for each consecutive 12-month period for which eligibility criteria have been met for the following events:
FMLA also provides up to 26 weeks unpaid leave (accrued benefits may be used to remain in paid status) during a "single 12-month period" for which eligibility criteria have been met for the following event:
To be eligible for FMLA leave, an employee must have:
An employee meeting the above requirement is eligible for a maximum of 12 weeks of unpaid leave
*The 1,250 hours requirement is counted only for hours actually worked and does not count hours spent on vacation, sick and personal leave, etc. However, under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees called to active (or National Guard) duties are entitled, upon their return to employment, to all the benefits of employment that they would have obtained if they had been continuously employed.
Reasons for Taking Leave
Unpaid leave may be granted for any of the following reasons:
Certain kinds of paid leave may be substituted for unpaid leave during FMLA leave since paid leave and FMLA leave are separate, but concurrent, leaves.
If the FMLA request is for the employee’s own illness, all available sick leave must be used prior to leave without pay; vacation may be used at the employee’s discretion.
If the FMLA request is for one of the approved family members, all vacation must be used prior to leave without pay. Paid sick leave used to care for the family member will be determined by the University policy or the applicable collective bargaining agreement.
The employee’s health, dental, vision and life insurance will remain in effect during the approved 12-week FMLA period and premiums will continue to be deducted from the paycheck. Should the employee exhaust their paid time and be removed from the payroll, Central Management Services (CMS) will bill the employee for the same amount that was being deducted from their check for the approved 12-week period.