Skip to body

Human Resources

Family and Medical Leave Act (FMLA)

Central Washington University recognizes that during an employee’s career, circumstances may arise which require prolonged or intermittent absence from work. As a result, CWU policy and practice provide for a generous amount of paid and unpaid time away from work for reasons recognized by the Family Medical Leave Act (FMLA).

What is FMLA?

 
 

What are my responsibilites?

 

How are benefits affected?

 

What are the return to work provisions?

 

Definitions

Human Resources
Department             
Mitchell - First Floor
400 E. University Way
Ellensburg, WA 98926-7425
Telephone: (509) 963-1202
Fax: (509) 963-1733
Email: hr@cwu.edu


To view the "Employee Rights Under FMLA" poster by the Department of Labor [Click Here]

What is FMLA?

A federal mandate that grants employees unpaid, job-protected leave for specified family and medical reasons and assures continuation of provided insurance coverage. To remain in pay status, appropriate use of sick leave, vacation leave, comp time or personal holiday must be requested and approved. Eligible employees are entitled to:

  1. Twelve workweeks of leave in a 12-month period for:
  1. the birth of a child and to care for the newborn child within one year of birth;
  2. the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
  3. to care for the employee's spouse, child, or parent who has a serious health condition;
  4. a serious health condition that makes the employee unable to perform the essential functions of his or her job (also see workplace-accommodation);
  5. any qualifying exigency arising out of the fact that the employee's spouse, son, daughter, or parent is a covered military member on "covered active duty;" or;
  1. Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember's spouse, son, daughter, parent, or next of kin (military caregiver leave).
[Return to top]

Who can take FMLA?

An employee who, on the date on which any FMLA leave is to commence:
  1. has been employed for a total of at least 12 months by the employer (need not be consecutive), and
  2. has worked for at least 1250 hours of service during the previous 12 months.
[Return to top]

What are my responsibilities?

Employee:

  • Notify HR and supervisor of need for time away from work. Provide 30-day advance notice if the leave is foreseeable and such notice is practicable.
  • Submit FMLA Request form to HR
  • Submit the FMLA Medical Certification form
  • Meet with HR Leave Administrator to determine appropriate use of leave, if necessary.
  • Submit time and leave online via MyCWU to cover time away from work.
  • While on leave, notify supervisor of change in return to work date.
  • While on leave, notify HR of change in medical condition, change of address, and date of baby's birth (or placement) for parental leaves.
  • Provide release to return to work to HR when returning from leave (if leave was for your medical condition).

Supervisor:

  • Ensure appropriate time and leave is submitted via MyCWU.
  • Stay in contact with employee regarding return to work date.
  • Notify HR of employee's return to work date.
[Return to top]

How are benefits affected?

Medical insurance coverage continues for 90 days. However, self-pay of employee monthly premium may be required. Vacation (annual leave) or sick leave will NOT accrue during a month in which an employee is in leave without pay status for more than ten days.

[Return to top]

What are the return to work provisions?

The department that granted the leave is responsible for ensuring that timely placement occurs when leave is completed. The employee will normally be returned to the last job held or, if necessary, to an equivalent position, unless one of the following conditions applies:
  1. Employee's return creates or is affected by a layoff situation.
  2. Medical restriction precludes placement.
[Return to top]

Definitions

Serious Health Condition:

According to the Department of Labor, a "Serious health condition" means an illness, injury, impairment, or physical or mental condition that involves:

  • any period of incapacity or treatment connected with inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; or
  • a period of incapacity requiring absence of more than three calendar days from work, school, or other regular daily activities that also involves continuing treatment by (or under the supervision of) a health care provider; or
  • any period of incapacity due to pregnancy, or for prenatal care; or
  • any period of incapacity (or treatment therefore) due to a chronic serious health condition (e.g., asthma, diabetes, epilepsy, etc.); or
  • a period of incapacity that is permanent or long-term due to a condition for which treatment may not be effective (e.g., Alzheimer's, stroke, terminal diseases, etc.); or,
  • any absences to receive multiple treatments (including any period of recovery therefrom) by, or on referral by, a health care provider for a condition that likely would result in incapacity of more than three consecutive days if left untreated (e.g., chemotherapy, physical therapy, dialysis, etc.).

12-Month Period:

Any rolling 12-month period in which an eligible employee is entitled to leave.

Spouse:

A husband or wife as defined or recognized under State law.

Child:

Biological, adopted, or foster child; a stepchild, a legal ward, or a child of a person standing in loco parentis, who is under 18 years of age or 18 years of age or older and incapable of self-care because of a mental or physical disability.

Parent:

Biological, adoptive, stepparent or an individual who stands/stood in loco parentis to an employee. 

[Return to top]

This information is intended as a general overview of CWU's FMLA procedure. For more information please view FMLA in the CWU Policies Manual. Classified and exempt staff can also contact Human Resources at (509) 963-1202. Faculty should contact the appropriate Dean's Office.

Take the Next Step to Becoming a Wildcat.

Admissions@cwu.edu