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CWUR 6-60-030 Family and Medical Leave

(1) The amount of intermittent paid leave necessary to cover an employee’s cost of the benefits’ premiums will be calculated by Human Resources in accordance with established benefit and payroll procedures. Employees must submit leave slips to their supervisor and/or leave record keeper to document their absences and to indicate how leave balances should be applied. Employees without sufficient paid leave to cover their premiums must contact the benefits office to arrange premium payment to avoid cancellation of insurance.

(2) If leave is foreseeable, based on planned medical treatment, birth, placement of adopted or foster child, or call to active duty, the employee shall provide a written request to take leave to his/her supervisor and appointing authority thirty (30) days in advance. If the medical treatment, placement, or call to active duty requires leave to begin in less than thirty (30) days, the employee shall provide such notice as is reasonable.

(3) When leave is requested the appointing authority, employee, or supervisor must notify Human Resources which will determine whether the leave period is FMLA qualifying and so notify the employee. In circumstances where the employee has been absent for more than five days (continuously or intermittently) but has not requested FMLA leave, Human Resources may, by proper notification to the employee, designate the entire leave period as FMLA leave if it so qualifies.

(4) The appointing authority, supervisor, or Human Resources may require that a request for such leave be accompanied by appropriate documentation issued by a licensed health care provider, social service agency, or military authority supporting the need for the leave. If the leave is for medical reasons, the university may require a second opinion at its own expense and may require that the employee periodically provide re-verification from a health care provider of the need for leave.

(5) Leave for the serious health condition of the employee, a family member, or a covered service member may be taken on an intermittent or reduced schedule where medically necessary. Intermittent leave or a reduced schedule for the birth, adoption, or foster child placement may be approved by the department head; approval may be delegated to the supervisor.

(6) The university shall maintain health care coverage for up to 12 weeks of family medical leave (or a combined total of 26 workweeks of leave for Service member Family Leave and leave taken for the other FMLA qualifying reasons) in accordance with the requirements of the Public Employees’ Benefits Board. As specified in the federal Family and Medical Leave Act, the university may recover the premium for maintaining coverage during the period of family medical leave if the employee does not return to work for a reason unrelated to the absence.

[2/2010: Responsibility: Exempt Employee Association Governing Board; Authority: CFO/BFA; Reviewed/Endorsed by: Cabinet/PAC; Review/Effective Date: 9/5/12; Approved by: James L. Gaudino, President]

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