Family care leave is absence for the birth or adoption of a child, for placement of a child in foster care, or for a serious health condition affecting a spouse, parent, or child.
Service. One continuous year of service is required for an individual to take a leave of absence for family care,
Hours. In the 12 months prior to the leave, the individual must have worked at least 1250 hours.
Holding the job. The job is held for up to 12 weeks in any 12 month period. In the case of intermittent leave or leave taken through a reduced work schedule, the job may be held for the time equivalent to 12 weeks of the employee’s work schedule.
The employing department may extend the leave and hold the job for 3 additional months if the department operations permit. After the period of holding the job, the individual may apply for a personal leave at large, during which a job is not held and after which there is no guarantee of employment.
Pay. Incidental sick time for care of family members, vacation and personal floating holidays are used at the start of the leave, followed by unpaid leave.
Insured benefits. An individual on a family care leave may continue insured benefits by paying the employee contribution. The University continues to pay the employer contribution during a family care leave.
Application. The leave application is obtainable from the Department of Human Resources or a school’s business office. It is completed by the employee, given to the supervisor for approval, and forwarded to Human Resources. Thirty days notice is needed except in emergencies. The Benefits Division notifies the employee about benefits availability.
Certification. A health care provider’s certification of a family member’s need for the employee’s care must be submitted to Human Resources by the employee within two weeks of the request for leave.
Approval. The employee’s supervisor approves payment of paid sick time, the holding of the job as needed, and a recommendation for the leave. Confirmation by the Department of Human Resources is required to begin the leave.
Return to work. The employee reports to work as scheduled at the end of the leave if the position was held.
Extension. The employing department may extend the leave and hold the job for 3 additional months if operations permit. An extension requires the confirmation of the Department of Human Resources.