The Family and Medical Leave Act (FMLA) was passed by Congress and went into effect on August 5, 1993. The FMLA provides up to 12 weeks of unpaid, job-protected leave per year to eligible employees for certain family and medical reasons. During the 12 weeks of leave, the University is required to continue to pay the University share of the health and dental insurance premiums. Upon conclusion of the leave, the University is required to restore the employee to the same or equivalent position and to all benefits which he/she was eligible to receive before the leave.
The University of Northern Iowa defines a year as a rolling 12-month period. An employee is limited to 12 weeks of FMLA leave in any single 12-month period.
Every week an employee is on leave is counted as a full week even if there is a holiday within that week. However, for employees who are not expected to report for work for a period of one or more weeks (example: semester breaks and summer for Faculty and other nine month employees), those days do not count against the employee’s FMLA entitlement. For example, if a staff member who works only during the academic year gives birth in July, the FMLA leave would not begin until that staff member would ordinarily return to work in the Fall.
The requirements included in this section are the minimum required by the Family and Medical Leave Act. They are neither intended to set an upper limit on the policies and procedures of the University of Northern Iowa nor the benefits available to faculty and staff at the University of Northern Iowa.
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.
The previous 12-month period need not be consecutive. However, any week that the employee is in pay status, including paid leave (sick leave, vacation) or unpaid leave, during which the University provides other benefits or compensation, is counted as a week of employment.
The 1,250 hours consists only of hours worked, not hours in pay status. Use of accrued sick leave or vacation is not included in the calculation of the 1,250 hours.
Example: An employee works three days of a week and uses accrued sick leave the other two days. The week counts as a week of employment toward satisfying the 12-month period but only 24 hours (the three days) count toward satisfying the 1,250 hours requirement.