Paid and Unpaid FMLA Leave

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



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 Paid and Unpaid Leave

The FMLA does not guarantee paid time off. University of Northern Iowa employees may, however, remain in pay status during an FMLA leave by using accrued sick leave, emergency leave, vacation and/or compensatory time off.

Accrued Sick Leave must be used during any period that an employee is unable to work due to his or her own medical condition. For example, if a staff or faculty member gives birth, sick leave must be used during the period when she is unable to work due to the pregnancy or delivery. Once her physician releases the staff or faculty member to return to work, any additional leave may be taken as vacation, compensatory time off or leave without pay.

Employees may use up to one work week of accrued sick leave each anniversary year as Emergency Leave to care for ill or injured family members. If the FMLA leave falls under this definition, the employee must use any remaining emergency leave.

During an FMLA leave, employees may remain in pay status by electing to use accrued Vacation and/or Compensatory Time Off. Use of this accrued leave time is not required if the employee prefers to take the FMLA leave without pay. Accrued vacation and compensatory time off may only be used to extend leave at the end of an FMLA entitlement with the approval of the employee’s supervisor.

The employee should note all FMLA leave taken on his/her "Monthly Absence Report" or "Merit System Time Sheet." Leave charged against the employee’s accrued sick leave should be marked SL (Sick Leave), MA (Maternity Leave) or EL (Emergency Leave). Leave charged against the employee’s accrued vacation or compensatory time off should be marked VA (Vacation) or CT (Comp Time). Unpaid leave should be marked OD (Off Duty).

< Previous          FMLA Home          Next >

| HRS Privacy Practices Notice | Trouble Viewing Content? | |

Date Updated:March 27, 2014