Family and Medical Leave Act (FMLA)
The federal Family and Medical Leave Act (FMLA) may cover you for up to 12 weeks of unpaid, job protected leave from work during the applicable 12-month period because of:
• your own serious health condition
• an eligible family member’s serious health condition
• parental leave to care for a newborn or newly adopted or placed child
• a qualifying exigency arising out of the fact that your eligible family member is a covered military member on “covered active duty” National Guard.
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period.
- You are eligible for FMLA if you have worked for the University for at least 12 months in a benefits eligible capacity; and if you have not previously exhausted your FMLA covered leave for the applicable 12-month period.
• If you are on a 9-month service period, you are entitled to FMLA during contracted teaching periods, including summer if contracted to teach.
• If you are on a 12-month service period, you are eligible year-round while in active paid status.
You may take FMLA intermittently, or as part of a reduced work schedule as medically necessary. Contact your AHR Specialist if you have questions about eligibility.
Calculating Leave Availability
The FMLA requires employers to use one of several methods to establish the 12-month period that will be used to assess an employee’s leave availability and to track FMLA leave use. Beginning January 2016, the UW will use the “rolling” 12-month period to track FMLA leave usage and availability. Between January 2015 and January 2016, the UW will use either the current method or the “rolling” 12-month period for establishing the period that is most advantageous to the employee.
For more information, see the FMLA FAQ page.
You may take pregnancy disability leave for pregnancy-related conditions or childbirth for the period of time certified by your healthcare provider. Pregnancy disability usually runs concurrently with FMLA and paid sick leave. When your pregnancy disability leave ends, you are entitled to up to 12 weeks of additional time off under the Washington Family Leave Act (FLA) for bonding with and caring for your baby. Once your paid sick leave is exhausted, FLA is considered a leave without pay.
AHR must adhere to the dates of leave on the leave certification form signed by your healthcare provider. For this reason, AHR recommends turning in required paperwork after your baby is born to ensure accurate dates and timely processing.
Benefits and Pay
You may choose to use paid sick leave, if eligible, while on FMLA leave. Paid sick leave and FMLA usually run concurrently.
The University pays the employer portion of health benefits coverage for up to 90 days during an FMLA leave. You are responsible for any insurance co-payments, extra premiums to cover family members, life insurance, long-term disability insurance, parking fees, or other payroll deductions.
If your leave extends beyond the period covered by FMLA, contact the Benefits Office for information about options to continue your benefits.
Return to Work
To return early from leave for your own serious health condition, you will be required to submit a new healthcare provider statement authorizing your return to work.
To Request FMLA leave:
- Notify your unit of your intent to request leave.
- Complete Section 1 of the appropriate leave certification form.
- Have your healthcare provider complete Section 2 of the form.
- You or your healthcare provider submits the form to Academic Human Resources (AHR).
- Upon receipt of your request, AHR will notify you with specific information about your rights and eligibility for FMLA and/or paid sick leave.