My Family Member's Illness

There are times when your family member’s illness may require your absence from work due to treatment needs, etc.  In qualifying situations you may be eligible to use the following leave types.

Family Caregiving Leave

Family Caregiving Leave provides pay for qualifying absence by charging the absence to accrued Sick Leave. Up to 40 hours is available each calendar year and the absence must require care for a qualifying ill or injured family member. Go to Paid Absences, University Operations Manual for this policy. Additional information is also available on Clarification of Family Caregiving Leave. You can access your Sick Leave accrual and Family Caregiving Leave balance at  Employee Self Service (personal tab/time reporting/vacation/sick leave report).

Vacation

In very limited circumstances, vacation may be used for absence, in lieu of sick leave for an employee's illness, in accordance with the Paid Absences, University Operations Manual policy regarding its use. Vacation must be requested and approved in advance in most situations. You can access your rate of accrual and balance on Employee Self Service.

FMLA

The Family Medical Leave Act is a federal law that provides eligible employees up to 12 weeks of qualifying health and/or military leave each calendar year. Qualifying FMLA Leave is used in conjunction with your accruals to provide pay during approved absence. Additional information is available in the Paid Absences. Your HR Representative is required to designate any leave that qualifies as FMLA.

Rights

  • You have the right to utilize available leave accruals for absences covered by university policy.

Responsibilities

  • You are responsible to adhering to the Philosophy Statement on Attendance and/or any departmental policy related to attendance.
  • You may be required to provide medical documentation to support your reason for absence. Typically the information required is:
    • Reason for absence (family member illness)
    • Duration of leave required; and
    • Intent to return to work at the end of absence
  • You are responsible for utilizing the minimum amount of absence required for your needs.
  • You are responsible to stay in contact with your supervisor to keep him/her apprised of your absence, any changes, and your intent to return to work.
  • You are responsible to communicate absence needs with your Human Resources Representative according to department practice.