Continuation of Benefits

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

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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.


Continuation of Benefits During FMLA Leave

Employees on leave are entitled to health and dental insurance benefits during the leave under the same conditions as active employees. The employee must make arrangements to pay the employee share of the premium whenever he/she is out of pay status for a full calendar month. The University’s obligation to provide insurance coverage stops if the employee’s premium payment is more than 30 days’ late, providing the University has given the employee written notice at least 15 days in advance advising that coverage will cease if payment is not received.

If an employee does not return to work after a FMLA leave, the University may exercise its right to recover any amounts paid by the University for those health and dental benefits. This would not be true if the employee does not return to work because of the recurrence, continuation, or onset of a serious health condition or some other factor beyond the employee’s control.

An employee returning from FMLA leave will be reinstated to all benefits, with no change in coverage, even if coverage has lapsed during the leave period due to the employee’s failure to pay a required premium.

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Date Updated:March 27, 2014