FMLA
Family Medical Leave Act (FMLA) Information for Managers & Supervisors
The Family and Medical Leave Act (FMLA) is a form of job protection that runs concurrently with all applicable forms of paid and unpaid leave. Eligible employees for the following qualifying reasons may take FMLA:
- The birth and care of your newborn child*
- The placement and care of a child from the adoption or foster care
- To care for a spouse, civil union partner, domestic partner, child, or parent with a serious health condition
- For your own serious health condition
- For an employee to care for a parent, spouse, civil union partner, domestic partner, child or next of kin who is an injured Servicemember
- Dueto a qualifying exigency when a parent, child, spouse, civil union partner, or domestic partneris called up for active military duty
*For an employee who has pregnancy status and is not eligible for FMLA, the employee may be entitled to leave as anunder the babyֱapp pregnancy law.
FMLA for Classified Employees
A classified employee may qualify for up to 13 weeks (520 hours) of FMLA leave per a “rolling back” 12-month period, so long as that employee has one year of total state service as of the date leave will begin. The FMLA allotment is prorated for part-time employees.
FMLA for University Staff, 12-month Faculty, and Research Faculty
University staff, 9 and 12-month babyֱapp, and research babyֱapp/staff may qualify for up to 12 weeks (480 hours) of FMLA leaveper a “rolling back” 12-month period, so long as they have been employed by the University for at least 12 months and have worked at least 1,250 hours during the most recent 12-month period.The FMLA allotment is prorated for part-time employees. Part-time employees with an FTE of 50%orgreaterare presumed to have met the 1,250-hour requirement, provided they have at least one year of service at the University. This presumption will be lost if the employee has taken FMLA and or any extended period of leave in the 12 months prior to requesting FMLA.
Please contact Sandrafor FMLA forms.
Leave Guidance
The University policy is that sick or vacation leave is taken after it is earned. RES will not authorize carryover leave.
If an employee is in a situation where they have exhausted their leave and a major life event or an unusual or extreme circumstance necessitates the need to request leave without pay, the employee must email their supervisor, Deputy Director and Executive Director with the following justification:
1) Explanation of the major life event or unusual or extreme circumstance;
2) How the employee’s work will be covered in their absence.
After this request is received, it will be reviewed and the employee will be informed if the request is approved. If the request is approved, it will be a one-time authorization and no additional vacation should be requested or approved until it is fully accrued.
Additional Leave Resources
