Family and Medical Leave Act (FMLA)
A draft revision of this policy is available for review and comment. Submit your comments to email@example.com by September 30.
Why the proposed policy change?
Under current policy, and within the parameters of FMLA law, when both parents are employed by Iowa State University, leave for the birth and care of a child within one year of birth, adoption of a child or placement of a foster child, is to be shared between both parents and not to exceed 12 weeks combined. This proposal is to modify the policy so that leave for the birth, adoption, placement and care of a child within the first year is expanded from a combined 12 weeks to 12 weeks per parent* per 12-month period.
This change is intended to increase the amount of leave for parents in cases where both are employed by Iowa State University and are expecting the arrival of a child.
Allowing each parent, employed by Iowa State University, to have their own leave time would:
*Parent refers to a biological, step or foster parent, or other person who stood ‘in loco parentis’ to a child by providing day-to-day care and financial support. In-laws are not covered under the FMLA policy.
Current FMLA Policy
Effective: Moved to Policy Library from UPM 3.5(4)
Updated/Revised: June 5, 2013
Contact: University Human Resources (UHR)
Reasons for Leave
- Family Leave
- Medical Leave
- Servicemember Leave
Notice and Documentation
Paid versus Unpaid Leave
Continuation of Insurance Benefits
Return to Employment After Leave
No Retaliation or Interference
This policy explains the university's provisions regarding the Family and Medical Leave Act (FMLA).
FMLA provides eligible employees with job-protected leave for qualifying events or circumstances, as described below. Some of those events or circumstances may involve the employee's own health event or circumstance, or may involve the health or military service of the employee's family member, defined below under "Definitions."
Under the FMLA, leave may be taken in continuous full-time periods or may include a reduced or intermittent schedule when medically necessary or for a qualifying exigency due to a call to active duty. When intermittent or reduced schedule leave is needed to care for an immediate family member or for the employee's own illness and is for planned medical treatment, the employee must consult with the supervisor and make a reasonable effort to schedule treatment so as not to unduly disrupt the department's operation.
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An employee is eligible for FMLA leave if he or she has
- Been employed by ISU for 12 months, and
- Worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave.
An employee returning from fulfilling his or her covered active duty will be credited with the hours of work that would have been performed during the period of military service.
The FMLA allows eligible employees to take leave for the following qualifying events or circumstances.
An employee may take family leave for the following events or circumstances:
- Birth and care of a child during the first year
- Adoption or foster placement of a child and care during first year
- Care for employee's spouse, domestic partner, child, or parent with a diagnosed serious health condition, defined below under "Definitions"
Amount of Leave: Employees taking family leave may take up to twelve (12) work weeks of family leave per calendar year (January 1-December 31).
Leave for birth, adoption of a child or placement of a foster child must be taken in one single period and must be taken within one year of the birth or placement of the child. If both parents work for ISU and request leave for birth or placement of a child, care of that child in the first year, or care for a parent with a serious health condition, the twelve week leave period for both employees is combined. The parents do not each have twelve weeks of FMLA available for those situations.
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An employee may take leave for his or her own serious health condition, as described below under "Definitions."
Amount of Leave: Employees taking medical leave for their own serious health condition may take up to twelve (12) work weeks of medical leave per calendar year (January 1-December 31) either continuously or intermittently.
An employee may take leave in conjunction with a servicemember's call to duty or to care for a servicemember with an injury or illness. A covered servicemember may be a current member of the Armed Forces, including the National Guard or Reserves, or a veteran of the Armed Forces, including the National Guard or Reserves.
Employees with a spouse, son, daughter, or parent (i.e., the "servicemember") on covered active duty or call to covered active duty may use leave to address certain qualifying exigencies arising out of the active duty or impending active duty.
Examples of qualifying exigencies include attending certain military events, arranging or providing for alternative child care or school, addressing certain financial and legal arrangements, addressing issues arising from short-notice deployment, attending certain counseling sessions, and attending post-deployment reintegration briefings.
Amount of Leave: An employee may take up to twelve (12) work weeks of leave per calendar year (January 1 - December 31) either continuously or intermittently.
Injury or Illness
Employees may also take leave to care for a covered servicemember ("the servicemember") who has a serious injury or illness incurred in the line of duty that may render the servicemember medically unfit to perform his or her own duties for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.
In order to care for the covered servicemember, the employee must be the spouse, son, daughter, parent, or next of kin of the servicemember.
Amount of Leave: An employee may take up to twenty-six (26) work weeks of leave per servicemember or per injury/illness during a twelve month period, beginning on the first day of leave. If both parents work for ISU and request leave for the care for a servicemember, the twenty-six week total leave period for both employees is combined. The parents do not each have twenty-six weeks of FMLA available in that situation.
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When the need for FMLA leave is foreseeable, the employee shall notify the university within 30 days of the need for FMLA leave by using the FMLA request form. When the need for FMLA leave is not foreseeable, the employee shall notify the university as soon as he/she is aware that FMLA leave is needed. An employee requesting FMLA leave must explain the reasons for the needed leave so as to allow the university to determine whether the leave qualifies under the FMLA policy.
The employee must provide complete and sufficient medical or military documentation in support of a request for FMLA leave. Failure to provide such documentation by the due date given may result in the denial or delay of FMLA. The university may seek a second or third opinion of medical documentation, and may also request reasonable updates of supporting documentation. The employee may also be required to provide documentation of the familial relationship to support servicemember leave.
The university will promptly notify the employee in writing if the employee is eligible for FMLA and, if so, whether the requested leave will be counted as FMLA leave. In certain circumstances the university may designate an absence as FMLA even if the employee did not request FMLA. The university may not retroactively designate an absence as FMLA unless the reasons for the absence were not known to the university at the time leave began.
An employee taking FMLA leave must comply with the department's established call-in procedures appropriate for the situation. When calling in, employees must also inform the department if the requested leave or absence is for a reason for which FMLA was previously taken or certified.
An employee on leave for his or her own medical condition must present a medical release to return to work. The employee may be asked to medically certify that the employee is able to perform the essential functions of the position. Failure to submit a sufficient and complete release may delay the employee's return to work.
FMLA does not provide paid leave. However, employee wages during a FMLA covered absence(s) will be provided in accordance with university policy and collective bargaining agreements. Emergency leave may be used concurrently with FMLA under certain circumstances.
Employees eligible for FMLA will use applicable university paid leave benefits concurrently with FMLA. Leave benefits may be sick leave and/or vacation dependent on the FMLA reason. If sick leave and/or vacation is exhausted, leave will be unpaid (leave without pay). Employees who are qualified for FMLA leave are eligible to retain up to two weeks (80 hours) of accrued annual "vacation" leave each calendar year.
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During an approved leave, paid or unpaid, ISU will continue to pay the employer share of the employee's medical and dental insurance plan(s). If the employee is responsible for a share of the premium(s) through payroll deduction, the employee must continue to pay his or her share during any unpaid leave.
Life, long term disability and waiver of annuity contribution benefit may be continued at employee expense under the leave without pay rules. If leave is due to an employee's illness, life, long term disability and waiver of annuity contribution benefit coverage may be continued through the policy provisions (see group policy booklet). Contributions to IPERS cannot continue during a period of unpaid FMLA or other form of unpaid leave.
At the end of FMLA leave, an employee must be restored to the job he or she left or one with equivalent benefits, pay and "other terms and conditions of employment." Employees on FMLA must receive any unconditional pay raises that were granted during their absence.
The FMLA contemplates that there may be situations when an employee cannot return to employment during or after leave. Termination of employment may occur, for example, while an employee is on leave if there is a layoff or reduction in force, or cause that would otherwise support dismissal, if the employee's job would have been lost if he or she was actively working. Similarly, termination of employment may occur if the employee is unable to perform one or more of the essential functions of the position, with or without reasonable accommodation, after the leave is over.
The FMLA prohibits discrimination and retaliation against an employee who exercises his or her leave rights, and also prohibits interference with those rights.
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"Child" may be a biological, adopted, foster, or step child or legal ward, or child of a person standing "in loco parentis" by providing day-to-day care and financial support,, where the child is under age 18, or age 18 or older and incapable of self care because of a mental or physical disability.
"Next of Kin" means the nearest blood relative other than the covered servicemember's spouse, parent, son, or daughter, in the following order of priority: blood relatives who have been granted legal custody of the servicemember by court decree or statutory provisions, brothers and sisters, grandparents, aunts and uncles, and first cousins, unless the covered servicemember has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of military caregiver leave under the FMLA.
"Parent" means a biological, adoptive, step or foster parent, or other person who stood "in loco parentis" to a child by providing day-to-day care and financial support. In-laws are not covered by this policy.
"Spouse" means a legal spouse or a common law spouse. This policy also covers domestic partners. Both spouses and domestic partners must have on file an Affidavit of Domestic Relationship to be eligible for leave to care for the spouse or partner.
"Serious health condition" means an illness, injury, impairment or physical or mental condition that involves inpatient care or continuing treatment by a health care provider.
- The term ''incapacity'' means inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment therefore, or recovery therefrom.
- The term "inpatient care" means an overnight stay in a hospital, hospice, or residential medical care or any subsequent treatment in connection with the inpatient care.
- The term ''treatment'' includes (but is not limited to) examinations to determine if a serious health condition exists and evaluations of the condition. Treatment does not include routine physical examinations, eye examinations, or dental examinations.
- The term "continuing treatment by a health care provider" means any one of the following
- A period of incapacity of more than three consecutive full calendar days, and any subsequent treatment or period of incapacity relating to the same condition that also involves either treatment two or more times within 30 days, or treatment by a health care provider on at least one occasion, which results in a regimen of continuing treatment under the supervision of the health care provider.
- Any period of incapacity due to pregnancy or prenatal care.
- Any period of incapacity or treatment for such incapacity due to a chronic serious health condition. A chronic serious health condition is one which requires periodic visits (i.e., at least twice per year) for treatment by a health care provider, which continues over an extended period of time, and may cause episodic rather than a continuing period of incapacity.
- Permanent or long-term conditions
- Conditions requiring multiple treatments
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