To provide guidelines for handling requests for time off regarding childbirth or care of a newborn, adoption or foster care placement, and the serious health condition of an employee or an employee's spouse, child, parent or University-registered domestic partner.

The University will grant a leave under the Family and Medical Leave Act (FMLA) for up to 12 workweeks during any given 12-month period. An employee who has been employed at the University for at least 12 months and has worked at least 1,250 hours during the previous 12-month period is eligible for FMLA leave. Paid absences (including Workers’ Compensation and Temporary Seasonal Shutdown) prior to taking FMLA leave, are not included in the 1,250 work hours referenced above.

1. A University employee will be required to request FMLA leave for any of the following reasons:
   1. birth of the employee’s child and to care for the child within one year of birth;
   2. an  adopted  or  foster  care  child's  placement  with  the  employee  within one year of the placement or adoption;
   3. to care for the spouse, child, parent (but not parent-in-law) or University-registered domestic partner who has a serious health condition; or
   4. the employee's own serious health condition which makes him/her unable to perform his/her job function.
2. An employee must submit a fully completed health care provider’s certification demonstrating the need for the leave within 15 days of requesting FMLA leave. If the certificate is incomplete or fails to sufficiently demonstrate the need for leave, an employee will be given an additional 10 days to provide the necessary information.
3. An employee who has been granted FMLA leave for his/her own disability must use his/her sick leave, if available. An employee may be eligible for Short-Term Disability payments. [Refer to U513 Short-Term Disability and U512 Sick Leave for guidelines regarding the use of accrued sick leave and STD as part of an FMLA leave.]
4. FMLA leave runs concurrently with Short-Term Disability or Workers’ Compensation Lost Time.
5. An employee and the employee’s spouse or University-registered domestic partner who are employed by the University are limited to a combined total of 12 weeks of FMLA leave during any 12-month period if leave is taken for either of the following reasons:
   1. birth of the employee’s son or daughter or to care for the child after birth; or
   2. placement of an adopted or fostered child with the employee or to care for the child after placement; or
   3. care for the employee’s parent with a serious health condition.
6. An employee’s FMLA 12-month period will begin on the first day of the initial FMLA leave.  Any FMLA leave taken after that date will, for the remainder of that 12-month period, be counted toward his/her 12-week allotment.
7. An employee may, but not need to, use any accrued vacation time as part of his/her FMLA leave. [Refer to Personnel Policy U509 Vacation.]

U509 Vacation, U512 Sick Leave, and U513 Short-Term Disability.