Workers' Compensation and ADA

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 and Workers' Compensation

FMLA entitlement will run concurrently with a workers' compensation absence when the injury or illness is one that meets the criteria for a serious health condition. However, "light" or restricted duty assignments may be substituted for an employee's regular job if approved by the health care provider and if the University has suitable assignments available. An employee has the right to decline the restricted duty assignment; however, in that case the employee may no longer be eligible for workers' compensation payments.


FMLA and Americans with Disabilities Act (ADA)

A department must provide leave under whichever statute (FMLA or ADA) provides the greater rights to employees. Departments are encouraged to consult with the Office of Compliance and Equity Management and/or the Disabilities Service Coordinator to determine the rights to be afforded individuals in these circumstances.




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Date Updated: March 27, 2014