| 
Human Resources Services
Family & Medical Leave Act (FMLA) at UMDNJ
Introduction
UMDNJ is committed to supporting employees during times when they may need to be away from work due to either a family or medical emergency. This support is reflected through the various leaves of absence available such as the Family and Medical Leave Act (FMLA) or Personal Leave.
Under FMLA, eligible employees may take paid or unpaid job and benefit-protected leaves for any of the reasons listed below:
- an employee's own serious health condition (including conditions related to pregnancy and childbirth);
- the birth and care of the employee's newborn child (leave must be completed within 12 months of the date of birth);
- placement of a child with the employee for adoption or foster care (leave must be completed within 12 months of the date of placement);
- the serious health condition of the employee's child, parent, spouse, or spousal equivalent, requiring the employee's participation in care; or
- to permit a spouse, son, daughter, parent, or next of kin to take up to 26 workweeks of leave to care for a covered service member who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness that was incurred in the line of duty.
- qualifying exigency leave for a non-medical activity that is directly related to the covered service member's active duty or call to active duty status. There are seven (7) categories of qualifying exigencies.
The University's eligibility criteria stipulates that regular full or part-time employees who work 20 hours or more a week, employed for a minimum of six (6) months, or full-time temporary employees employed a minimum of six (6) months are entitled to FMLA leave. For employees taking medical/FMLA leave for self, the maximum leave allowed is six (6) months, unless the employee has paid time accruals exceeding six (6) months, then the maximum leave time shall be up to twelve (12) months. All paid sick time accruals must be utilized first, thereafter float holidays and vacation accruals may be used. Keep in mind that employees hired prior to January 1, 1983, with accrued sick time exceeding twelve (12) months, will be entitled to use all such time.
For employees taking FMLA leave to care for a family member for a serious health condition, the maximum leave allowed is twelve (12) weeks (except for the military caregiver leave). Paid leave time must include a maximum of (10) days of accrued sick time (utilized first) and then float holidays and vacation accruals. See the Medical/FMLA policy for specific provisions regarding the military caregiver and qualifying exigencies leaves and for catastrophic illness.
Please refer to the following links for more resources for leaves of absence at the University.
|
