POLICY TITLE: Family and Medical Leave Act of 1993 (FMLA)
DATE OF ISSUANCE: This policy is from the U.S. Department of Labor, WH Publication 142, issued in June 1993 by the Employment Standards Administration, Wage and Hour Division.
ACCOUNTABLE DEPARTMENT/UNIT: Benefits Office.
Questions about this policy can be directed to Benefits, x8-4747. Specific
questions about the FMLA should be directed to the Wage and Hour Division, U.S.
Government Department of Labor,
ABSTRACT: FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons.
MISC: See also Carnegie Mellon Family and Medical Leave from the Staff Handbook.
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they have worked for a covered employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles.
Reasons for taking leave: Unpaid leave must be granted for any of the following reasons:
At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave.
Advance notice and medical certification: The employee may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met.
Eligible employees are entitled to take unpaid leave in connection with a covered family member’s service in the Armed Forces as described below. An employee’s rights and obligations regarding military family leave are governed by the University’s Family and Medical Leave policy except as otherwise required by law.
Military family leave provides eligible employees unpaid leave for any one, or a combination of the following reasons:
· Military Caregiver Leave: Eligible employees who are family members of covered service members may take up to 26 workweeks of leave in a single 12-month period to care for a covered service member with a serious illness or injury incurred in the line of duty on active duty with the Armed Forces that may render the service member medically unfit to perform his or her duties with the Armed Forces. For purposes of this leave benefit only, eligible employees include the spouse, child, parent or next of kin of a covered service member.
· Qualifying Exigencies: Eligible employees may take up to 12 workweeks of leave during any 12-month period because of a qualifying exigency arising out of the fact that the spouse, child or parent of the eligible employee is on covered active duty (or has been notified of an impending call or order to covered active duty) in the Armed Forces (including the National Guard or Reserves). Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
The duration of military family leave is based on the reason for the leave as described below:
· Leave to care for an injured or ill service member, when combined with other FMLA qualifying leave, may not exceed 26 weeks in a single 12 month period.
· Military family leave runs concurrent with other leave entitlements provided under federal, state and local law.
· In cases of a husband and wife using the leave benefits set forth in this section, the leave will be subject to the limitations set forth by the FMLA.
Some states provide additional leave benefits for family members of service members. It is the university’s policy to comply with such laws in any circumstances where they apply.
Unlawful acts by employers: FMLA makes it unlawful for any employer to:
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.
For additional information: Contact the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, Department of Labor.