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Family Medical Leave

Family Medical Leave (FMLA) is Basic Leave Entitlement that provides up to 12 weeks of unpaid, job-protected leave or intermitted time off to eligible employees for the following reasons:

  • for incapacity due to pregnancy, prenatal medical care or child birth;
  • to care for the employee’s child after birth, or placement for adoption or foster care;
  • to care for the employee’s spouse, son, daughter or parent, who has a serious health condition; or
  • for a serious health condition that makes the employee unable to perform the employee’s job.

Please let our HR Business Partner know if you are dealing with a situation other than a common cold or flu. A recurring condition or a family member with a recurring health condition that requires your care during work hours may qualify for FMLA protection.

If you are provided with a FMLA packet from Campus Shared Services or LHRD, please take the paperwork to your Health Care Provider for completion within the deadline. Once you have returned the completed paperwork it will be determined if your situation is a FMLA qualifying event. Once it is determined that you are on FMLA, your monthly timesheet should reflect FMLA sick, FMLA vacation or FMLA leave without pay.

Leave reporting

FMLA is not paid time off, although you can use your accrued sick or vacation leave. Every time you take off from work for the FMLA condition, use the FMLA codes on your CalTime timesheet either or a combination of FMLA sick, FMLA vacation or FMLA Leave without pay.

Exempt employees

When an exempt employee is on FMLA, all leave usage is reported, even for partial days. Employee and Supervisor can agree to a flexible work schedule that may help with situations such as these, which also includes recurring Doctor appointments, ongoing treatment and physical therapy appointments. There is a separate exempt employee form that must also be completed by the supervisor and the exempt employee.

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