If you are the military employee requesting leave, follow the link to view the Employee and Labor Relations information regarding military leave.
The Family Medical Leave Act provides eligible employees time away from work due to a covered family member’s injury or illness while on active duty, or exigency leave due to deployment. Please contact your HR Representative for more information.
This leave provides an FMLA eligible employee leave up to 26 weeks of FMLA to care for a spouse, son, daughter, parent or next of kin who as a covered service member became ill or injured in the line of duty on active duty. Scheduling of leave is to be arranged with the employer.
Leave for families of members of the National Guard or Reserves when the covered military member is on active duty or called to active duty in support of a contingency operation. An FMLA eligible employee whose spouse, son, daughter or parent either has been notified of an impending call or order to active military duty or who is already on active duty may take, if eligible, up to 12 weeks of leave for reasons related to or affected by the family member’s call-up or service.
Reasons for leave include: a) short-notice deployment, b) military events and activities, c) child care and school activities, d) financial and legal arrangements, e) counseling, f) rest and recuperation, g) post-deployment activities and h) additional activities that arise out of active duty, provided that the employer and employee agree to the leave and on timing and duration of the leave. Scheduling of leave is to be arranged with the employer.
- You have the right to utilize available paid leave accruals for circumstances covered by university policy.
- You are responsible for adhering to the Philosophy Statement on attendance (link) and/or any departmental policy related to attendance.
- You may be required to provide medical documentation to support your reason for absence. Typically the information required is
- Reason for absence (medical need for absence)
- Duration of leave required
- Intent to return to work at the end of absence
- You are responsible for utilizing the minimum amount of absence necessary for your needs.
- You are responsible for staying in contact with your
supervisor (and HR representative if requested) to keep him/her apprised of your
absence, any changes, and your intent to return to work.
Page last updated December 2012