The Family Medical Leave Act of 1993 (FMLA) is designed to help eligible faculty and staff balance their work and family responsibilities by allowing them to take unpaid leave for qualifying family and medical reasons. Family medical leave allows up to twelve (12) work weeks (480 hours for full time employees) of leave during a twelve (12) month period.
While on Family Medical Leave, sick leave and vacation will be used concurrently before an employee is placed on a unpaid leave status.
Qualifying Family and Medical Reasons include:
- Birth of a Child;
- Placement of a child with the employee for adoption or foster care;
- A serious medical condition of the employee that prevents the employee from performing the essential functions of his/her job as certified by a health care provider;
- Care for a spouse, son, daughter, or parent who has a serious health condition as certified by a health care provider;
- A qualifying exigency arising out of the fact that the employee’s spouse, domestic partner, son, daughter, or parent is a covered military member on “covered active duty.” Eligible employees have job protected time off for up to 26 workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent or next of kin.
Eligibility
To be eligible for leave under FML, an employee must meet the following criteria
- Employed with the University for a minimum of twelve (12) months prior to the beginning of the qualifying event.
- Worked at least 1,250 during the past twelve (12) month period.
The Request for Leave form must be completed and submitted to the Benefits Secure Upload to determine and confirm eligibility.
When to Submit a Request for Leave
An eligible employee will be required to provide the university with thirty (30) days advance notice of the employee’s intention to take family medical leave. Employee must complete the Request for Leave Form and submit this form to the Benefits Secure Upload. The only exception will be when unforeseen circumstances prevent the employee from providing the required notice. Request must be submitted as soon as reasonably possible when the employee becomes aware of the need. Employees must contact the Manager; Employee Benefits and Training before the deadline to submit paperwork if the paperwork will not be submitted by the date provided. FML protection may be denied or delayed if not reported timely.
Accrued Leave Use
Employee(s) must use all available accrued sick leave or vacation time concurrently while on an approved Family and Medical Leave (FML). After all accrued leave is exhausted, an employee will be in an unpaid leave status.
Return to Work
As a condition of returning to employment, an employee on a continuous Family Medical Leave who has taken leave due to a serious health condition that made the employee unable to perform the essential functions of the employee’s position, must submit documentation from the employee’s physician that the employee is able to resume work without restrictions. The employee physician must complete and return the Return to Work and Release Form BEFORE the employee returns to any work.
Forms and Certifications
YSU Certification of Healthcare Provider - Employee*
YSU Certification of Healthcare Provider - Family Member*
Return to Work and Medical Release Form*
Refer to the OEA/ACE/APAS/FOP Collective Bargaining Agreements for bargaining unit members or to University Policy 3356-7-05 Family Medical Leave Act (FMLA) for Excluded Professional Administrative Staff for additional FML information.
For more information for about the Family and Medical Leave visit the Department of Labor website.*