To initiate a leave request, please begin by completing the Kuali intake form. Once the form has been submitted, it will be routed to the Absence Management team in HR for review. A leave administrator will then be assigned to your case and will contact you to provide next steps and address any questions you may have regarding your leave.
Start Here:
Personal illness leaves occur when an employee is away from work for a block of time or requires intermittent or reduced schedule leave. Employees at the University of Connecticut who meet the qualifying requirements may be eligible for state FMLA, federal FMLA and/or SEBAC Supplemental leave.
Factors impacting leaves vary by employment type (i.e., bargaining unit), and the University encourages employees to review all applicable information below, within collective bargaining agreements and applicable policies, and contact Human Resources as early as possible.
Pay During Personal Illness Leaves
Leave can be paid or unpaid. Please reference the Faculty Medical Leave Guidelines.
Academic Assistants, Research Assistants, Research Associates and Facilities Scientists use their available sick leave entitlements, and the optional paid time that can be applied to the leave:
- Personal leave
- Vacation; and/or
- Holidays.
Disability Insurance
Disability insurance is automatically provided to employees enrolled in the Alternate Retirement Program. If an absence is expected to extend beyond six months, the employee covered under the FMLG is required to apply for long-term disability and, if approved, would qualify for supplemental payments under Article 19.IV.G of the AAUP contract.
Tenure Track Extension
Tenure-track faculty members with a qualified FMLA leave related to a serious personal illness or injury will receive an automatic one-year extension of the tenure clock, to a maximum of two extensions.
Tenure Clock Adjustment Procedure
Leave Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Policy References
University By-Laws – Article XIV.L.4
Sick Leave for Members of the Professional Staff – Article XIV.C.4
AAUP Contract
Article 13.6 – Academic Assistants and Facilities Scientists
Article 19.6.G – Disability Pay
Article 19.6.I – Family/Medical Leave
Benefits (Research Assistants and Research Associates)
Article 26.1 – Sick Leave for Temporary Employees
Long Term Disability Certificate
Pay During Personal Illness Leaves
Personal Illness leaves are paid using available sick leave entitlements.
Optional paid time that can be applied to the leave includes:
- Vacation
- Personal leave
- Holidays worked
- Compensatory time
Sick Leave Bank
- Eligible when paid leave options (from above) are exhausted
- For very serious or catastrophic illness or injury
- Application and documentation submitted for union committee review
The University may grant additional sick time beyond sick leave bank allocations.
Disability Insurance
Employees enrolled in the Alternative Retirement Program (ARP) are automatically covered by a long-term disability policy that begins paying benefits are a six-month waiting period.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Time Coding During the Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Policy References
University Bylaws
Article XV.K – Sick Leave for Members of the Professional Staff
UCPEA Contract.pdf
Article 6 – Vacation Leave
Article 8 – Holidays
Article 9 – Personal Leave
Article 11 – Sick Leave
Article 15.4 – Leaves Without Pay
Article 33.3 – Disability Insurance
Long Term Disability Certificate
Pay During Personal Illness Leaves
Leave can be paid or unpaid. Please reference the Faculty Medical Leave Guidelines.
Disability Insurance
Employees enrolled in the Alternative Retirement Program (ARP) are automatically covered by a long-term disability policy that begins paying benefits are a six-month waiting period.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Policy References
University Policy – Leave Benefits for Managerial and Confidential Exempt Employees
Long Term Disability Certificate
Pay During Personal Illness Leaves
Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Vacation
- Personal leave
- Holidays worked
- Compensatory time
May be eligible for CT Paid Family Leave. Additional Information.
Additional paid sick leave can be requested under the University Policy.
Time Coding While on Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Policy References
University Bylaws
Article XV.K – Sick Leave for Members of the Professional Staff
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Long Term Disability Certificate
Pay During Personal Illness Leaves
Personal Illness leaves are paid using available sick leave entitlements.
Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Holidays, including earned time holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Donated Leave
- Must have 6 months of state service and have achieved permanent status
- Available when all paid time off options are exhausted
- Fellow bargaining unit members can donate accrued vacation, person and/or up to 5 days per calendar year of sick leave
- Must be suffering from a long term or terminal illness or disability
Time Coding While on Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Request for Advance of Sick Leave
Policy References
NP-2 Contract
Article 28 – Vacation
Article 29 – Sick Leave
Article 30 – Personal Leave
Article 33 – Holidays
Pay During Personal Illness Leaves
Personal Illness leaves are paid using available sick leave entitlements.
Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Donated Leave
- Must have 6 months of state service and have achieved permanent status
- Available when all paid time off options are exhausted
- Fellow bargaining unit members can donate accrued vacation, person and/or up to 5 days per calendar year of sick leave
- Must be suffering from a long term or terminal illness or disability
Time Coding While on Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Request for Advance of Sick Leave
Policy References
NP-3 Contract
Article 29 – Holidays
Article 30 – Vacations and Personal Leave
Article 31 – Sick Leave
Pay During Personal Illness Leaves
Paid using available sick leave entitlements.
Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Donated Leave
- Must have 6 months of state service and have achieved permanent status
- Available when all paid time off options are exhausted
- Fellow bargaining unit members can donate accrued vacation, person and/or up to 5 days per calendar year of sick leave
- Must be suffering from a long term or terminal illness or disability
Time Coding While on Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Request for Advance of Sick Leave
Policy References
P-2 Contract
Article 27 – Holidays
Article 28 – Vacations
Article 29 – Sick Leave
Article 30 – Personal Leave
Pay During Personal Illness Leaves
Personal Illness leaves are paid using available sick leave entitlements.
Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Donated Leave
- Must have 6 months of state service and have achieved permanent status
- Available when all paid time off options are exhausted
- Fellow bargaining unit members can donate accrued vacation, personal and/or up to 2 days per contract year of sick leave. The 2 days of donated sick leave is credited to the recipient as 1 day of sick time. A maximum of 10 total days can be donated per contract year.
- Must be suffering from a long term or terminal illness or disability
Time Coding While on Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Request for Advance of Sick Leave
Policy References
NP-5 Contract
Article 25 – Holidays
Article 27 – Vacations
Article 28 – Sick Leave and Other Leaves of Absence
Article 29 – Personal Leave
Pay During Personal Illness Leaves
Leave can be paid or unpaid.
Postdoctoral Research Associates use their available sick leave entitlements, and the following optional paid time can be applied to the leave:
- Personal Leave;
- Vacation; and/or
- Holidays
How to Apply for Leave
Complete Employee Request and Intent to Return to Work forms below to initiate the leave process. Return forms to your HR Leave Administrator (email preferred).
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Pay During Personal Illness Leaves
Leave can be paid or unpaid.
Contract Language:
Article 15, Section 1 of the Collective Bargaining Agreement between the University and the GEU-UAW states, “A GA may request in writing a personal leave of absence from his or her GA appointment for reasons including, but not limited to, illness or injury, immigration hearings, pregnancy, to care for a newborn or adopted child, or to care for an immediate family member (spouse/registered domestic partner, son, daughter or parent of the GA or parent of the GA’s spouse/registered domestic partner) with a serious health condition or for bereavement with respect to such immediate family members. It is the responsibility of the GA to contact the appropriate faculty member or other supervisor in advance of the leave unless circumstances make this impossible. Up to three days of such leave per semester may be taken by the GA as a matter of right. The University may approve additional paid or unpaid leave for such reasons in its sole discretion. If the leave is for twenty-one (21) or fewer consecutive days, the GA will retain health insurance and tuition remission benefits.”
Article 15, Section 3 of the Collective Bargaining Agreement between the University and the GEU-UAW states, “Upon written application to the University, a GA may request an extended leave of absence from his or her GA appointment in excess of twenty-one (21) consecutive calendar days, but in no event longer than the remainder of the current semester. The University may approve such leave in its sole discretion. If it grants such a leave, the University will determine whether the GA’s stipend, health insurance and tuition remission will be extended for the portion of the approved leave exceeding twenty-one (21) calendar days.”
Guidelines:
- Pay for leaves up to 21 days are at the sole discretion of the Department Head following consultation with the Department of Human Resources.
- Upon receipt of a request for paid leave, Human Resources will contact the Department Head to consult regarding the pay request.
- Human Resources will notify the graduate assistant of the pay determination.
- If the leave is beyond 21 days and pay is requested, then Human Resources will consult with the Department Head and the Dean of The Graduate School. The decision regarding if the leave should be paid or unpaid is at the sole discretion of the Department Head and the Dean of The Graduate School.
- Human Resources will notify Payroll of leaves approved without pay so that the Graduate Assistant pay can be stopped.
Leave Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Under Federal FMLA
- Eligible after one year of employment and after working 1,250 hours or more in previous 12-months
- Up to 12 weeks of leave during 12-month FMLA period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under State FMLA
- Eligible after 3 months of state service
- Up to 12 weeks of leave within a 12 month period (may be eligible for 2 additional weeks of leave for incapacity during pregnancy)
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under SEBAC Supplemental Leave
- Eligible as a permanent employee as defined in CT General Statute 5-196(19)
- Begins after the exhaustion of Federal FMLA and/or State FMLA leave, and/or the exhaustion of all sick leave accruals, and, if applicable, the exhaustion of Workers’ Compensation wage replacement benefits
- Up to 24 weeks of block leave in a two-year period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Bone Marrow or Organ Donation Leave
- Eligible as a state employee
- 15 days of paid leave for organ donation
- 7 days of paid leave for bone marrow donation
Medical conditions may also qualify for an accommodation under the Americans with Disabilities Act (ADA).
Leaves for employees with end date positions will not be extended beyond the end date.
How to Apply for a Personal Illness Leave
Complete Employee Request and Intent to Return to Work forms to initiate the leave process. Return (email preferred) forms to your HR Leave Administrator.
Returning to Work
Employees must provide Fitness for Duty certification (last page of Medical Certification, P-33A) to HR Leave Administration Specialist prior to returning to work
Policy References
Federal Family and Medical Leave Act
Federal Family and Medical Leave Act in Spanish
State FMLA (CGS §§ 31-51kk)
Statewide Family and Medical Leave Policy
U.S. Dept. of Labor Employee’s Guide to FMLA
Maternity Leave begins on the date of birth and continues during the medically certified period of disability, which is generally 6 weeks (or 8 weeks following a Cesarean birth). Medically certified leaves prior to birth are not considered maternity (personal illness), nor is a non-medical leave following the period of disability (parental leave).
Factors impacting leaves vary by employment type (i.e., bargaining unit), and the University encourages employees to review all applicable information below, within collective bargaining agreements and applicable policies, and contact Human Resources as early as possible.
Pay During Maternity Leaves
Maternity Leave can be paid or unpaid for Faculty titles. Please reference the Faculty Medical Leave Guidelines. Academic Assistants, Research Assistants, Research Associates and Facilities Scientists use their available sick leave entitlements.
Optional paid time that can be applied to the leave includes:
- Personal Leave
- Vacation
- Holidays
Tenure Track Extension
Tenure-track faculty members with a qualified FMLA leave related to a serious personal illness or injury will receive an automatic one-year extension of the tenure clock, to a maximum of two extensions. Tenure Clock Adjustment Procedure
Leave Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace
University By-Laws
Article XIV.L.4 – Sick Leave for Faculty with or without Pay
Article XIV.C.4
AAUP Contract
Article 13.6 – Academic Assistants and Facilities Scientists
Article 19.6.I – Family/Medical Leave
Benefits (Research Assistants and Research Associates)
Article 26.2 – Sick Leave for Temporary Employees
Appendix B – Family Medical Leave Guidelines
Pay During Maternity Leaves
Paid up to 30 workdays (40 workdays if Cesarean birth). Time will be subtracted from sick leave entitlement to the extent it exists, including “as if” accrued time and previously earned banked sick leave.
Medically certified time off prior to the birth and after the 30-day maternity period (or 40-day maternity period for Cesarean birth) will be paid in accordance with personal illness guidelines.
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace
UCPEA Contract.pdf
Article 11 – Sick Leave
Article 12 – Maternal and Parental Benefits
Pay During Maternity Leaves
Leave can be paid or unpaid. Please reference the Faculty Medical Leave Guidelines.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Long Term Disability Certificate
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Vacation
- Personal leave
- Holidays worked
- Compensatory time
May be eligible for CT Paid Family Leave. Additional Information can be found here.pdf.
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Holidays, including earned time holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
NP-2 Contract
Article 28 – Vacation
Article 29 – Sick Leave
Article 30 – Personal Leave
Article 33 – Holidays
Article 36 – Pregnancy, Maternal and Parental Leave
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
NP-3 Contract
Article 28 – Pregnancy, Maternal, Parental and Family Leave
Article 29 – Holidays
Article 30 – Vacations and Personal Leave
Article 31 – Sick Leave
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
P-2 Contract
Article 24 – Pregnancy, Maternal and Parental Leave
Article 27 – Holidays
Article 28 – Vacations
Article 29 – Sick Leave
Article 30 – Personal Leave
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
Time Coding instructions are provided to employees and their supervisors by the Leave Administrator.
Forms
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
NP-5 Contract
Article 25 – Holidays
Article 26 – Pregnancy, Maternal and Parental Leave
Article 27 – Vacations
Article 28 – Sick Leave and Other Leaves of Absence
Article 29 – Personal Leave
Pay During Maternity Leaves
A Postdoc who gives birth to a child shall be granted six (6) consecutive weeks of paid maternity leave following natural childbirth or eight (8) weeks following cesarean section.
Leave granted shall not extend beyond the end-date of the employee’s appointment.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Contract Language:
Article 15, Section 4 of the Collective Bargaining Agreement between the University and the GEU-UAW states, “Notwithstanding any contrary provision of this article, a graduate assistant who gives birth will be granted a leave period of six (6) weeks following natural childbirth and eight (8) weeks following childbirth by caesarian section. The GA’s stipend, health insurance support and tuition waiver will be maintained during such leave (but not beyond the end of the GA’s appointment) and during medically necessary leave prior to delivery that is supported by medical certification.
Leave Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
Under Federal FMLA
- Eligible after one year of employment and after working 1,250 hours or more in previous 12-months
- Up to 12 weeks of leave during 12-month FMLA period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under State FMLA
- Eligible after 3 months of state service
- Up to 12 weeks of leave within a 12 month period (may be eligible for 2 additional weeks of leave for incapacity during pregnancy)
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Pregnancy Discrimination Act
- Pregnancy-related conditions cannot be singled out for special procedures to determine an employee’s ability to work.
- Job must be held open for a pregnancy-related absence the same length of time jobs are held open for employees on sick or disability leave.
Connecticut General Statute 46A60(A), (B)(7), (D)(1)
- Provides for a reasonable leave for disability resulting from pregnancy
- Requires employers to allow employees to use pay accruals during the leave
- Provides for reinstatement to original job or to an equivalent position following leave
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Leaves for employees with end date positions will not be extended beyond the end date.
How to Apply for a Maternity Leave
Complete Employee Request and Intent to Return to Work forms to initiate the leave process. Return (email preferred) forms to your HR Leave Administrator.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
Bonding leaves occur when an employee is away from work for a block of time.
Employees at the University of Connecticut who meet the qualifying requirements may be eligible for state FMLA, federal FMLA and/or SEBAC Supplemental leave for:
- The birth of a child, and to care for the newborn child within one year of birth;
- The placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement.
Factors impacting leaves vary by employment type (i.e., bargaining unit), and the University encourages employees to review all applicable information below, within collective bargaining agreements and applicable policies, and contact Human Resources as early as possible.
Leaves for employees with end date positions will not be extended beyond the end date.
Pay During Bonding Leaves
- Up to six months unpaid parental leave following the birth or adoption of a child
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Parental leaves are unpaid for Faculty titles.
Academic Assistants, Research Assistants, Research Associates and Facilities Scientists can use the following paid time entitlements toward an unpaid parental leave.
- If eligible and approved for leave under Federal FMLA or State FMLA, employees may use any available amount of:
- Sick;
- Vacation;
- Personal leave; and/or
- Holidays worked.
- If not eligible for Federal FMLA or State FMLA, employees may use:
- Vacation;
- Personal leave; and/or
- Holidays worked.
Tenure Track Extension
Tenure Clock Adjustment Procedure.pdf
Leave Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
University By-Laws – Article XIV.C.4
AAUP Contract
Article 13.6 – Academic Assistants and Facilities Scientists
Article 19.6.I – Family/Medical Leave
Article 24.2 – Benefits (Research Assistants and Research Associates)
Pay During Bonding Leaves
- If eligible and approved for leave under Federal FMLA or State FMLA, employees may use any amount of:
- Sick;
- Vacation;
- Personal leave;
- Holidays worked; and/or
- Compensatory time.
- If not eligible for Federal FMLA or State FMLA, employees may use:
- Contractual parental sick leave;
- Vacation;
- Personal leave;
- Holidays worked; and/or
- Compensatory time.
Time Coding While on Bonding Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
UCPEA Contract.pdf
Article 6 – Vacation Leave
Article 8 – Holidays
Article 9 – Personal Leave
Article 11 – Sick Leave
Article 12 – Maternal and Parental Benefits
Article 15.4 – Leaves Without Pay
Article 18 – Compensatory Time
Pay During Bonding Leaves
Parental leaves are unpaid for Faculty titles.
Academic Assistants, Research Assistants, Research Associates and Facilities Scientists can use the following paid time entitlements toward an unpaid parental leave.
- If eligible and approved for leave under Federal FMLA or State FMLA, employees may use any available amount of:
- Sick;
- Vacation;
- Personal leave; and/or
- Holidays worked.
- If not eligible for Federal FMLA or State FMLA, employees may use:
- Vacation;
- Personal leave; and/or
- Holidays worked.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
AAUP Contract
Article 13.6 – Academic Assistants and Facilities Scientists
Article 19.6.I – Family/Medical Leave
Article 24.2 – Benefits (Research Assistants and Research Associates)
Pay During Bonding Leaves
- If eligible and approved for leave under Federal FMLA or State FMLA, employees may use any amount of:
- Sick;
- Vacation;
- Personal leave;
- Holidays worked; and/or
- Compensatory time.
Time Coding While on Bonding Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Pay During Bonding Leaves
- If eligible and approved for leave under Federal FMLA or State FMLA, employees may use any amount of:
- Sick;
- Vacation;
- Personal leave; and/or
- Holidays worked.
- If not eligible for Federal FMLA or State FMLA, employees may use:
- Contractual parental sick leave;
- Vacation;
- Personal leave; and/or
- Holidays worked.
Time Coding While on Bonding Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
NP-2 Contract
Article 28 – Vacation
Article 29 – Sick Leave
Article 30 – Personal Leave
Article 33 – Holidays
Article 36 – Pregnancy, Maternal and Parental Leave
Pay During Bonding Leaves
- If eligible and approved for leave under Federal FMLA or State FMLA, employees may use any amount of:
- Sick;
- Vacation;
- Personal leave; and/or
- Holidays worked.
- If not eligible for Federal FMLA or 31-51kk, employees may use :
- Contractual parental sick leave;
- Vacation;
- Personal leave; and/or
- Holidays worked.
Time Coding While on Bonding Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
NP-3 Contract
Article 28 – Pregnancy, Maternal, Parental and Family Leave
Article 29 – Holidays
Article 30 – Vacations and Personal Leave
Pay During Bonding Leaves
- If eligible and approved for leave under Federal FMLA or State FMLA, employees may use any amount of:
- Sick;
- Vacation;
- Personal leave; and/or
- Holidays worked.
- If not eligible for Federal FMLA or State FMLA, employees may use:
- Contractual parental sick leave;
- Vacation;
- Personal leave; and/or
- Holidays worked.
Time Coding While on Bonding Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
P-2 Contract
Article 24 – Pregnancy, Maternal and Parental Leave
Article 27 – Holidays
Article 28 – Vacations
Article 30 – Personal leave
Pay During Bonding Leaves
- If eligible and approved for leave under Federal FMLA or State FMLA, employees may use any amount of:
- Sick;
- Vacation;
- Personal leave; and/or
- Holidays worked.
- If not eligible for Federal FMLA or State FMLA, employees may use:
- Contractual parental sick leave;
- Vacation;
- Personal leave; and/or
- Holidays worked.
Time Coding While on Bonding Leave
Time Coding instructions are provided to employees and their supervisors by the Leave Administrator.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
NP-5 Contract
Article 25 – Holidays
Article 26 – Pregnancy, Maternal and Parental Leave
Article 27 – Vacations
Article 29 – Personal Leave
Pay During Bonding Leaves
A Postdoc who is a non-birth parent of a newborn or adopted child shall be granted paid leave of 15 consecutive work days to care for or bond with the child.
Leave granted shall not extend beyond the end-date of the employee’s appointment.
If additional leave is requested, Postdocs can use the following paid time entitlements:
If eligible and approved for leave under Federal FMLA or State FMLA, employees may use any amount of:
- Sick;
- Vacation;
- Personal leave; and/or
- Holidays worked.
If not eligible for Federal FMLA or State FMLA, employees may use:
- Contractual parental sick leave;
- Vacation;
- Personal leave; and/or
- Holidays worked.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Pay During Bonding Leaves
A GA who is a non-birth parent of a newborn or adopted child shall be granted paid leave of 21 consecutive calendar days to care for or bond with the child.
Contract Language:
Article 15, Section 4 of the Collective Bargaining Agreement between the University and the GEU-UAW states, “A GA who is the non-birth parent of a newborn or adopted child will be granted a leave of (21) consecutive calendar days to care for the child. The GA’s stipend, health insurance support and tuition waiver will be maintained during such leave (but not beyond the end of the GA appointment).”
Guidelines:
- Upon receipt, Human Resources will notify the Department Head of the leave and tentative dates, which may be changed by the actual birth date of child or adoption date.
- The graduate assistant must provide proof of adoption or a long form birth certificate within 30 days.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Under Federal FMLA
- Employees are eligible after one year of employment and after working 1,250 hours or more in previous 12-months.
- Upon eligibility, employees are entitled to up to 12 weeks of leave during 12-month FMLA period.
- Employees remain eligible for state contributions toward health insurance (directly billed as needed).
Under State FMLA
- Employees are eligible after 3 months of state service
- Up to 12 weeks of leave within a 12 month FMLA period.
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under SEBAC Supplemental Leave
- Eligible as a permanent employee as defined in CT General Statute 5-196(19)
- Begins after the exhaustion of Federal FMLA and/or State FMLA leave and exhaustion of disability leave under 46a-60(a)(7)
- Up to 4 months of leave in a two-year period (excludes Placement of Foster children)
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Family illness leaves occur when an employee is away from work for a block of time or requires intermittent or reduced schedule leave. Employees at the University of Connecticut who meet the qualifying requirements may be eligible for state FMLA , federal FMLA leave and/or.SEBAC Supplemental leave.
Includes serious health conditions for:
- Children under age 18;
- Children 18 and over only if incapable of self-care because of a mental or physical disability;
- Spouse
- Parent
- Under State FMLA Only: Spouse’s Parent, Grandchild, Grandparent, Spouse’s Grandparent, Sibling, Spouse’s Sibling and an individual related by blood or affinity whose close association the employee shows to be the equivalent of those family relationships (significant bond).
Children under both Federal and State FMLA include biological, adopted, foster and step children, and children of whom a person has legal guardianship or custody.
Factors impacting leaves vary by employment type (i.e., bargaining unit), and the University encourages employees to review all applicable information below, within collective bargaining agreements and applicable policies, and contact Human Resources as early as possible.
Leaves for employees with end date positions will not be extended beyond the end date.
Pay During Caregiver Leaves
Caregiver leaves are unpaid for Faculty titles.
Academic Assistants, Research Assistants, Research Associates and Facilities Scientists can use the following paid time entitlements toward an unpaid caregiver leave:
- Vacation;
- Personal leave; and/or
- Holidays worked.
Tenure Track Extension
Tenure-track faculty members with a qualified FMLA leave will receive an automatic one-year extension of the tenure clock, to a maximum of two extensions.
Tenure Track Adjustment Stop Clock.pdf
Leave Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33B).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
Statewide Family and Medical Leave Policy.pdf
University By-Laws – Article XIV.C.4
AAUP Contract
Article 13.6 – Academic Assistants and Facilities Scientists
Article 19.6.I – Family/Medical Leave
Article 24.2 – Benefits (Research Assistants and Research Associates)
Pay During Caregiver Leaves
When on an approved caregiver leave under Federal FMLA or State FMLA leave may use any amount of your own sick leave during such Federal FMLA, State FMLA leave, and SEBAC supplemental leave.
May also use:
- Vacation
- Personal leave
- Holidays worked
- Compensatory time
An employee who is ineligible for leave under Federal or State FMLA cannot use his or her sick leave, other than the contractual “sick family leave,” while taking SEBAC supplemental leave for caregiving purposes.
Time Coding While on Caregiver Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33B).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
UCPEA Contract.pdf
Article 6 – Vacation Leave
Article 8 – Holidays
Article 9 – Personal Leave
Article 11 – Sick Leave
Article 15.4 – Leaves Without Pay
Article 18 – Compensatory Time
Pay During Caregiver Leaves
Caregiver leaves are unpaid for Faculty titles.
Academic Assistants, Research Assistants, Research Associates and Facilities Scientists can use the following paid time entitlements toward an unpaid caregiver leave.
- Vacation
- Personal leave
- Holidays
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33B).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Pay During Caregiver Leaves
When on an approved caregiver leave under Federal FMLA or State FMLA leave, employees may use any amount of their own sick leave during such Federal FMLA, State FMLA leave, and SEBAC supplemental leave.
May also use:
- Vacation
- Personal leave;
- Holidays worked; and/or
- Compensatory time
May be eligible for CT Paid Family Leave. Additional Information can be found here.pdf.
An employee who is ineligible for leave under FMLA or State FMLA cannot use his or her sick leave, other than the contractual “sick family leave,” while taking SEBAC supplemental leave for caregiving purposes.
Time Coding While on Caregiver Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33B).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Pay During Caregiver Leaves
When on an approved caregiver leave under Federal FMLA or State FMLA leave, employees may use any amount of their own sick leave during such Federal FMLA, State FMLA leave, and SEBAC supplemental leave.
Employees may also use:
- Vacation;
- Personal leave;
- Holidays worked
An employee who is ineligible for leave under FMLA or State FMLA cannot use his or her sick leave, other than the contractual “sick family leave,” while taking SEBAC supplemental leave for caregiving purposes.
Time Coding While on Caregiver Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33B).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
NP-2 Contract
Article 28 – Vacation
Article 29 – Sick Leave
Article 30 – Personal Leave
Article 33 – Holidays
Pay During Caregiver Leaves
When on an approved caregiver leave under Federal FMLA or State FMLA leave, employees may use any amount of their own sick leave during such Federal FMLA, State FMLA leave, and SEBAC supplemental leave.
Employees may also use:
- Vacation;
- Personal leave;
- Holidays worked
An employee who is ineligible for leave under FMLA or State FMLA cannot use his or her sick leave, other than the contractual “sick family leave,” while taking SEBAC supplemental leave for caregiving purposes.
Time Coding While on Caregiver Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33B).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
NP-3 Contract
Article 29 – Holidays
Article 30 – Vacations and Personal Leave
Article 31 – Sick Leave
Pay During Caregiver Leaves
When on an approved caregiver leave under Federal FMLA or State FMLA leave, employees may use any amount of their own sick leave during such Federal FMLA, State FMLA leave, and SEBAC supplemental leave.
Employees may also use:
- Vacation;
- Personal leave;
- Holidays worked
An employee who is ineligible for leave under FMLA or State FMLA cannot use his or her sick leave, other than the contractual “sick family leave,” while taking SEBAC supplemental leave for caregiving purposes.
Time Coding While on Caregiver Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33B).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
P-2 Contract
Article 27 – Holidays
Article 28 – Vacations
Article 29 – Sick Leave
Article 30 – Personal Leave
Pay During Caregiver Leaves
Employees may use up to 3 sick days per calendar year toward a family illness, if available. Optional paid time that can be applied to the leave:
- Personal leave;
- Vacation; and/or
- Earned Holidays
Time Coding While on Caregiver Leave
Time Coding instructions are provided to employees and their supervisors by the Leave Administrator.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33B).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Policy References
NP-5 Contract
Article 25 – Holidays
Article 27 – Vacations
Article 28 – Sick Leave
Article 29 – Personal Leave
Using sick leave entitlements.
Optional paid time that can be applied to the leave:
- Personal Leave
- Vacation
- Holidays
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33B).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Pay During Personal Illness Leaves
Leave can be paid or unpaid.
Contract Language:
Article 15, Section 1 of the Collective Bargaining Agreement between the University and the GEU-UAW states, “A GA may request in writing a personal leave of absence from his or her GA appointment for reasons including, but not limited to, illness or injury, immigration hearings, pregnancy, to care for a newborn or adopted child, or to care for an immediate family member (spouse/registered domestic partner, son, daughter or parent of the GA or parent of the GA’s spouse/registered domestic partner) with a serious health condition or for bereavement with respect to such immediate family members. It is the responsibility of the GA to contact the appropriate faculty member or other supervisor in advance of the leave unless circumstances make this impossible. Up to three days of such leave per semester may be taken by the GA as a matter of right. The University may approve additional paid or unpaid leave for such reasons in its sole discretion. If the leave is for twenty-one (21) or fewer consecutive days, the GA will retain health insurance and tuition remission benefits.”
Article 15, Section 3 of the Collective Bargaining Agreement between the University and the GEU-UAW states, “Upon written application to the University, a GA may request an extended leave of absence from his or her GA appointment in excess of twenty-one (21) consecutive calendar days, but in no event longer than the remainder of the current semester. The University may approve such leave in its sole discretion. If it grants such a leave, the University will determine whether the GA’s stipend, health insurance and tuition remission will be extended for the portion of the approved leave exceeding twenty-one (21) calendar days.”
Guidelines:
- Pay for leaves up to 21 days are at the sole discretion of the Department Head following consultation with the Department of Human Resources.
- Upon receipt of a request for paid leave, Human Resources will contact the Department Head to consult regarding the pay request.
- Human Resources will notify the graduate assistant of the pay determination.
- If the leave is beyond 21 days and pay is requested, then Human Resources will consult with the Department Head and the Dean of The Graduate School. The decision regarding if the leave should be paid or unpaid is at the sole discretion of the Department Head and the Dean of The Graduate School.
- Human Resources will notify Payroll of leaves approved without pay so that the Graduate Assistant pay can be stopped.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33B).pdf
Statement of Qualifying Family Relationship (HR4).pdf
Under Federal FMLA
- Employees are eligible after one year of employment and after working 1,250 hours or more in previous 12-months.
- Upon eligibility, employees are entitled to up to 12 weeks of leave during 12-month FMLA period.
- Employees remain eligible for state contributions toward health insurance (directly billed as needed).
Under State FMLA
- Eligible after 3 months of state service
- Up to 12 weeks of leave within a 12 month FMLA period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under SEBAC Supplemental Leave
- Eligible as a permanent employee as defined in CT General Statute 5-196(19).
- Begins after the exhaustion of Federal FMLA and/or State FMLA leave.
- Block leave only.
- Up to 24 weeks of leave in a two- year period.
- Continued eligibility for state contributions toward health insurance (directly billed as needed).
How to Apply for a Caregiver Leave
Complete Employee Request, Intent to Return to Work and Statement of Qualifying Family Relationship forms to initiate the leave process. Return (email preferred) forms to your HR Leave Administrator.
Both the Federal FMLA and the State FMLA provide eligible employees with job-protected leave for military family leave. SEBAC Supplemental leave does not apply to military family leave.
Reasons for Leave
Under Military Family Leave, the reasons for leave are as follows:
Military Caregiver Leave is leave to care for a covered servicemember (who has a serious injury or illness while on covered active duty) or, under federal FMLA only, leave to care for a covered veteran (who incurred a serious injury or illness while on covered active duty), if the employee is the servicemember’s spouse, son, daughter, parent, or next of kin.
Length of Caregiver Leave:
- Federal FMLA – Up to 26 workweeks of leave in a single 12 month period
- State FMLA – Up to 26 workweeks of leave in a single 12 month period
Required Forms for Caregiver Leave
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Certification for Serious Injury or Illness of Covered Service Member for Military Caregiver Leave (WH-385).pdf
Certification for Serious Injury or Illness of Veteran for Military Caregiver Leave (WH-385v federal military family leave only).pdf
Qualifying Exigency Leave is leave for reasons arising from the foreign deployment of the employee’s spouse, son, daughter, or parent on covered active duty with the Armed Forces.
Length of Exigency Leave:
- Federal FMLA – Up to 12 workweeks of leave in a single 12 month period
- State FMLA – Up to 12 workweeks of leave in a single 12 month period
Required Form for Exigency Leave
Certification of Qualifying Exigency For Military Family Leave (WH-384).pdf
More Information
Federal Family and Medical Leave Act.pdf
Statewide Family and Medical Leave Policy.pdf
Public Act 09-70
Job Protection and Benefit Continuation
Federal FMLA
- Eligible after one year of employment and after working 1,250 hours or more in previous 12-months
- Up to 12 weeks of leave during 12-month FMLA period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
State FMLA
- Eligible after 3 months of state service
- Up to 12 weeks of leave within a 12 month period (may be eligible for 2 additional weeks of leave for incapacity during pregnancy)
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Note: Leaves for employees with end date positions will not be extended beyond the end date.
Policy References
Federal Family and Medical Leave Act
Federal Family and Medical Leave Act in Spanish
U.S. Dept. of Labor Employee’s Guide to FMLA
Statewide Family and Medical Leave Policy
The following provides general information about your responsibilities for initiating a leave, along with those of your supervisor and the Human Resources Leave Specialist.
Employee is Responsible for Submitting:
- Leave Request Form to HR Leave Specialist
- Intent to Return to Work Form to HR Leave Specialist
- Medical Cert. or Military Cert. or Proof of Placement to HR Leave Specialist
- Fitness for Duty Cert (prior to returning to work) to Leave Specialist
- Expected Schedule (Full-Time/Reduced) to Supervisor
Supervisor is Responsible for:
- Providing a General Overview of FMLA to Employee
- Notifying Leave Specialist if Employee Cannot Contact HR
- Ensuring Employee Knows Procedures for Calling Out when on intermittent FMLA
- Accurate Time Record Keeping for Employee on Leave
- Notifying Leave Administrator if employee use of FMLA is not within defined parameters of approved leave
- Ensuring Employee has Return to Work Clearance from HR Leave Specialist
Human Resources is Responsible for:
- Determining Employee Eligibility
- Send Required Notices to Employee
- Communicate with Supervisor/Manager
- Coordinate Unpaid Leaves with Payroll
- Provide Advice and Guidance