Employee eligibility is two pronged:
- To be eligible for FMLA leave, the employee must have worked for The University of Iowa, in any paid capacity and no minimum appointment percentage, for an aggregate total of twelve months. The twelve months does not have to be continuous employment; however, employment prior to a seven year break in service does not count toward eligibility unless covered by the Uniformed Services Employment and Reemployment Rights Act (USERRA).
- The employee must also have physically worked at least 1250 hours in the immediate preceding twelve months prior to the absence (approximately seven and one-half months of full time work without absence).
Additionally, an employee must have FMLA available for the current calendar year, up to twelve weeks dependent upon appointment percentage.
Once an employee’s eligibility for FMLA has been determined, notification must be provided within 5 business days with the Eligibility Notice Form. The date the leave began should be no more than 5 days retroactive. If you have questions regarding consideration of an earlier date, contact FSDS for assistance.
Departmental staff with access to the FMLA Inquiry, available in HRIS, may use the inquiry for assistance in determining employee eligibility. Log in to Employee Self Service, go to the Administration tab and choose Family Medical Leave Act under the HR Inquiry header for full instructions in calculating eligibility for FMLA.
Below are factors of consideration in calculation of 1,250 hours worked in the previous year.
Determining 1,250 physical hours worked for FMLA Eligibility
2080 (standard work hours for 100% appointment, prorate for less than full-time appointment)
-holidays not worked
-Undertime partial days
-Leaves of absence
+Comp time earned
+Call back time
Total must equal 1,250 hours or greater. If calculation is within 50 hours of 1,250, review hours worked manually via Employee Time Records.