Schedule Leave Options

UNI grants paid leave benefits to eligible employee groups.
An unpaid leave of absence may be available depending on
the employee’s individual situation; examples include
Family Medical Leave and Military Leave.
UNI FMLA Benefits

List of FMLA Benefits


Complete List of Benefits



Frequently Asked Questions: Click Here



Forms and Resources

Information


Forms


Supervisor Resources

 



Quick Tips
The FMLA provides up to 12 weeks of unpaid, job-protected leave per year to eligible employees for certain family and medical reasons.

Every week an employee is on leave is counted as a full week even if there is a holiday within that week.

To be eligible for FMLA, an employee must have been employed for at least 12 months and have worked for at least 1,250 hours (approximately 60% time) in the previous 12-month period.

FMLA leave may be requested to provide care to covered family members with a serious health condition.

FMLA does not provide leave to care for adult children, parents-in-law, grandparents, siblings, aunts, uncles, nieces or nephews.

During FMLA leave, employees may remain in pay status by electing to use accrued sick, vacation and/or compensatory time.

In the instance of a foreseeable need, an employee must provide his/her department with at least 30 days notice before FMAL leave is to begin, if it is feasible.

In the instance of an unforeseeable need, employees must give notice to their department within one or two working days of learning of the need for leave, if it is feasible.

 


FMLA Continuous, Intermittent or Reduced Schedule Leave

Continuous Leave is leave that is not broken by periods of work. Leave for the birth, adoption or foster placement of a child must be continuous. Leave for the serious illness of a family member or the employee may also be continuous, if necessary.

Intermittent Leave involves the use of periodic days or hours to care for a family member with a serious illness or for an employee’s own serious illness. Intermittent leave is not available to employees for the birth, adoption or foster placement of a child unless the child has a serious health condition or the employee’s supervisor approves the request. Intermittent leave may be taken in as small as tenths-of-an-hour increments. Only leave actually taken is counted against an employee’s FMLA entitlement. Whenever possible, periodic treatments should be scheduled at times that cause the least disruption to the department.

Reduced Schedule Leave is a reduction in an employee’s work schedule. If it is medically necessary, an employee’s work schedule may be reduced to a certain number of hours each day or a certain number of days per week. Reduced schedule leave is available for leave to care for a family member with a serious illness or for an employee’s own serious illness. Reduced schedule leave is not available to employees for the birth, adoption or foster placement of a child unless the child has a serious health condition or the employee’s supervisor approves the request. The employee and the supervisor should work together to determine a schedule which will cause the least disruption to the department.




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Date Updated: March 27, 2014