Family Caregiving Leave (FCG)
- Definition
- Exhaustion of Leave
- Return to Work
- Communication
- Between Department and Employee
- With Treating Healthcare Provider (THP)
- With Co-Workers of Absent Employee
- Resources
Pay: Leave is paid. Employee uses sick leave accruals.
Application: Provide care and necessary attention to ill or injured family member. Refer to Definition of Family Member in Operations Manual. Employees may use Family Caregiving Leave for the birth of their child.
Maximum Amount: Forty hours of personal sick days per calendar year plus unused carryover from prior calendar year to a maximum of 80 hours – prorated for part-time employees. Refer to Family Caregiving Leave Policy in Operations Manual. Leave may be continuous, intermittent, or via reduced schedule as approved by the department.
Eligibility: Must have sick leave accrued. No length of service requirement.
Authorization and Documentation: Department must determine qualifying events and then authorize absence.
Situation: End of Family Caregiving Leave, FMLA leave continues if applicable; employee seeks absence to care for family member.
Action and/or Documentation:
On exhaustion of Family Caregiving Leave, department should discuss with employee further absence time necessary. Leave is paid through vacation.
Anytime Family Caregiving Leave is used.
Authorization Documents: No release documentation is required.
Restricted Work: N/A
Between Department and Employee
Who communicates with employee? Supervisor, HR Unit Rep, or Nursing Staffing Clerk
What is communicated to employee? Appropriate use (refer to Clarification of FCG Leave) , unused FCG balance, and FMLA designation if applicable: Same as FMLA above using DOL Form.
What communication is needed from employee? Reason for leave.
How frequently should communication occur? Department determines frequency for adequate scheduling of leave and work.
With Treating Healthcare Provider (THP)
Who initiates communication with THP? Employee, Supervisor, or HR Unit Rep (non FMLA)
What is communicated? Employee may need to provide satisfactory evidence of the illness, duration, and that the employee is providing necessary care and attention.
How frequently should communication occur? When additional clarification is needed or situation changes.
With Co-Workers of Absent Employee
Limited to informing coworkers affected by the absence to information that employee is absent for family member health reasons and sharing the anticipated date of return.
- Operations Manual, Part III, Chapter 2.3, c, (2) (b)
- Clarification of Family Caregiving Leave
- Central Human Resources Administrative Policies (pdf)
- Regents Merit System Administrative Rules (pdf)
- Collective Bargaining Agreements