University of Connecticut
State Family and Medical Leave (FMLA) Without Pay
Policy and Procedure
POLICY:
It is the University's policy to grant family and medical leaves (FMLA)
under Connecticut General Statutes 5-248a. The law grants unpaid
FMLA leave for up to 24 weeks in a two year period for permanent employees,
with their position held and the continuation of medical benefits.
Employees with end date appointments will be granted leave only through
their end date.
A permanent employee may request medical leave for a serious
illness or family leave for the birth, adoption or serious illness
of a child or serious illness of a spouse or parent. "Serious illness"
means "an illness, injury, impairment or physical or mental condition that
involves (1) inpaitent care in a hospital, hospice, or residential care
facility or (2) continuing treatment or continuing supervision by a health
care provider."
PROCEDURES:
Employees may request an unpaid Medical Leave because of a personal
illness or injury after exhaustion of the medical leave provisions (including
maternity leave) in the approriate collective bargaining agreement and
the current State regulations. Medical documentation must be provided.
A Family Leave for the birth or adoption of a child must be continuous
with maternity or other contractual leave benefits granted for the birth
or adoption of a child. In all other Family Leaves, employees
may choose to use contractual sick leave within specified limits for family
illness or accrued leave time prior to going on a leave without pay in
order to care for an ill parent, spouse or child.
Requests for leaves of absence must be submitted in writing. A
form accompanies this policy and is also available at Human Resources.
Medical documentation is required as follows:
-
Birth of a Child: A medical certificate from the attending
physician indicating the baby's birth date and the mother's period of disability.
The mother's request should indicate the beginning and end dates of the
leave and a statement of her intent to return to work upon completion of
the leave.
-
Adoption: A letter from the adoption agency establishing
the date of adoption. Early submission may be made upon receipt of
notification of impeding adoption to be effective on the actual date of
adoption.
-
Serious Illness of a Child: A medical certificate from the
child's medical provider stating the medical facts of the child's illness,
the need for the employee to be absent from work to care for the child
and the beginning and anticipated end dates of the leave. The employee
must state the intent to return to work after the leave. FMLA leave
for one's children may not exceed 24 weeks in two years, regardless of
the number of children in the family.
-
Serious Illness of Spouse or Parent: A medical certificate
from the spouse or parent's medical provider stating the medical facts
of the spouse or parent's illness, that it is a serious illness as defined
under the regulations and requires the employee to be absent from work.
The beginning and anticipated end dates of the leave must be noted.
The employee must state the intent to return to work after the leave.
-
Serious Illness of the Employee: A medical certificate from
the attending physician stating the medical condition, the dates of absence
from work and the anticipated length of the illness.
FORMS: