Eligible employees may apply for leave under the Family and Medical Leave act of 1993 to care for a child after birth, placement for adoption or foster care. An employee can apply for the leave to care for a spouse, son or daughter, or parent who is seriously ill. Leave is also available to the employee if he or she has a serious health condition that makes him or her unable to perform their job duties.

Employees are eligible for FMLA if they have worked for the University for at least one year and have completed a total of 1,250 hours within the previous 12 months.

FMLA provides 12 weeks of unpaid leave in any one 12 month period. Leave may be taken in increments of less than 12 weeks. That is, absences of one or more days up to a maximum of 12 weeks may be charged to FMLA.

The University requires that other type leave of absences run concurrently with FMLA. Paid disability, paid maternity leave and unpaid medical leave will be considered as part of the 12 week FMLA entitlement. Paid medical leave, which is available to an employee for his or her illness but not for the illness of a relative, will reduce the FMLA leave.

A written request for leave under FMLA must be submitted to the employee's supervisor and to the Payroll Department at the University Center. Ordinarily, a 30 day advance notice is required. All requests, except those for adoption and foster care, must be supported by medical documentation. That is, a doctor's note is required for a leave due to the employee’'s health or the health of his or her spouse, child or parent.

During leave under FMLA, the employee's group health insurance remains in effect. Arrangements must be made to pay any premiums that may be required.

At the end of FMLA, the employee will be reinstated to his or her original job or to an equivalent position.