If you are an employee who requires absence due to service in Uniformed Services please refer to the Employee and Labor Relations information regarding the Uniformed Services Employment and Reemployment Rights Act (USERRA).
The Family Medical Leave Act (FMLA) provides eligible employees leave from work for several different qualifying events.
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her 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.
Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. 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.
- You have the right to utilize available leave accruals for circumstances covered by university policy.
- You are responsible to communicate with your supervisor and HR Representative concerning leave needs and intent to return to work.
- You are responsible for adhering to the Philosophy Statement on Attendance and/or any departmental policy related to attendance.
- You are responsible for utilizing the minimum amount of absence necessary for your needs.
- You may be required to provide documentation to support your reason for absence.