FMLA Reasons

Employees do not need to expressly request FMLA leave. The University of Northern Iowa has the responsibility to determine whether a leave qualifies under the Act and to provide written notice to the employee. Leaves that qualify under FMLA include:

• The birth, adoption or foster placement of a child in the employee’s home.
  
  

FMLA leave may be granted to either parent or to both parents within the initial 12 months after the birth, adoption or placement. The leave must be both initiated and completed during the 12-month period. The leave must be consecutive and may not be intermittent or on a reduced schedule unless the child has a serious health condition or the employee’s supervisor approves.

• The care of a child, spouse or parent with a serious health condition.
  
  

FMLA leave may be requested to provide care to covered family members with a serious health condition. Care includes providing physical and/or psychological support to the ill family member.

Family member is defined as:

• Spouse: Legally married couples under Iowa State Law, including common law marriage.
  
  
• Son or daughter: A biological, adopted or foster child, a stepchild, a legal ward, or a child of a person standing "in loco parentis." The son or daughter must be under the age of 18 or incapable of self-care because of a physical or mental disability.
  
  
• Parent: A biological parent or an individual who stands or stood "in loco parentis" to an employee when the employee was a son or daughter as defined above.
  
  

FMLA does not provide leave to care for adult children, parents-in-law, grandparents, siblings, aunts, uncles, nieces or nephews. Departments may request certification of a family relationship (birth certificate, court document, or a written statement from the employee) if there is a question.

Leave to care for a family member may be on a continuous, intermittent or reduced schedule basis. If an intermittent or reduced schedule basis is used, only those hours actually used are counted toward the 12 weeks of leave.

• The employee’s serious health condition.
  
  

If an employee has a serious health condition, he or she is entitled to the 12-week FMLA leave. Leave may be on a continuous, intermittent or reduced schedule basis. If an intermittent or reduced schedule is used, only those hours actually away from work are counted toward the 12 weeks of leave.