Workers Compensation will receive pay as provided under current university policy. All paid time off runs concurrently with FMLA. Will the employee receive university benefits while on FMLA protected leave? The university will continue to pay the cost of the university provided insurance coverage for employees for the 12 weeks of FMLA protected leave. The employee will continue to be responsible for payment of premiums for any elective coverage. It is the employee's responsibility to contact Employee Services to determine premium payment requirements. Am I still covered under FMLA if I run out of paid leave? Yes, as long as you have not exhausted your 480 hours of FMLA for your qualifying event year, you would still be covered under FMLA. What does the employee need to know before returning to work from a FMLA leave for their own serious health condition? The employee will be required to obtain a medical release from the attending physician, and possibly a Fitness for Duty certificate before returning to the workplace. An employee returning from FMLA job-protected leave is restored to the same benefits eligibility, seniority, position or equal position including the same shift, skill level, effort requirements and responsibility. If a University holiday falls during a week when I am on continuous FMLA, is that day counted toward my FMLA leave entitlement? Yes. The University does count a holiday towards an employee’s FMLA leave entitlement when the employee is on continuous FMLA leave. This includes all of the days during winter break when the University is scheduled to be closed. What types of leave are available under the FMLA? The FMLA provides for different types of leave depending on the situation. Leave may be taken in continuous, full-time periods or may be taken intermittently or on a reduced schedule when medically necessary or for a qualifying exigency due to a call to covered active duty. When intermittent or reduced schedule leave is needed to care for an immediate family member or the employee’s own condition, and is for planned medical treatment, the employee must consult with the supervisor and make a reasonable effort to schedule treatment so as not to unduly disrupt the department’s work. Leave for birth or adoption of a child or placement of a foster child must be taken in one continuous period and must be concluded within one year of the birth, adoption or placement of the child. Either parent may ask the department to consider a reduced schedule rather than one continuous leave, but that decision is discretionary with the supervisor based on department needs and employee equity.
Workers Compensation will receive pay as provided under current university policy. All paid time off runs concurrently with FMLA. Will the employee receive university benefits while on FMLA protected leave? The university will continue to pay the cost of the university provided insurance coverage for employees for the 12 weeks of FMLA protected leave. The employee will continue to be responsible for payment of premiums for any elective coverage. It is the employee's responsibility to contact Employee Services to determine premium payment requirements. Am I still covered under FMLA if I run out of paid leave? Yes, as long as you have not exhausted your 480 hours of FMLA for your qualifying event year, you would still be covered under FMLA. What does the employee need to know before returning to work from a FMLA leave for their own serious health condition? The employee will be required to obtain a medical release from the attending physician, and possibly a Fitness for Duty certificate before returning to the workplace. An employee returning from FMLA job-protected leave is restored to the same benefits eligibility, seniority, position or equal position including the same shift, skill level, effort requirements and responsibility. If a University holiday falls during a week when I am on continuous FMLA, is that day counted toward my FMLA leave entitlement? Yes. The University does count a holiday towards an employee’s FMLA leave entitlement when the employee is on continuous FMLA leave. This includes all of the days during winter break when the University is scheduled to be closed. What types of leave are available under the FMLA? The FMLA provides for different types of leave depending on the situation. Leave may be taken in continuous, full-time periods or may be taken intermittently or on a reduced schedule when medically necessary or for a qualifying exigency due to a call to covered active duty. When intermittent or reduced schedule leave is needed to care for an immediate family member or the employee’s own condition, and is for planned medical treatment, the employee must consult with the supervisor and make a reasonable effort to schedule treatment so as not to unduly disrupt the department’s work. Leave for birth or adoption of a child or placement of a foster child must be taken in one continuous period and must be concluded within one year of the birth, adoption or placement of the child. Either parent may ask the department to consider a reduced schedule rather than one continuous leave, but that decision is discretionary with the supervisor based on department needs and employee equity.
FMLA%20FAQ%27s_1.docx