FMLA
The University provides time away from work to care for children, bond with newborns, assist with elderly parents, or take care of other personal leaves related to your own health and the support of your family. We are committed to supporting our employees during times of need and helping to balance work and family responsibilities.
The Family and Medical Leave Act (FMLA) is a federal law that allows eligible employees up to 12 weeks (480 hours) of unpaid, job-protected leave to meet medical and family care needs.
Eligibility
To be eligible for Family and Medical Leave (FML), employees must meet the following criteria:
- Have worked for the University for at least 12 months
- Have worked at least 1,250 hours during the 12 months preceding the leave
Reasons for Leave
- Employee has a serious health condition
- Employee needs to care for a family member (parent, spouse, or child) with a serious health condition
- Employee is unable to work for reasons related to pregnancy, prenatal medical care, or childbirth
- Employee is a new parent and taking leave to bond with newborn, newly adopted child, or newly placed foster child (NOTE: See Paid Parental Leave, which is a benefit that will run concurrently with FML)
- Employee needs leave for a qualifying emergency resulting from a family member’s active duty or being called to active duty in any branch of the U.S. Armed Forces. Eligible employees may be granted up to 26 weeks to care for a covered service member who has a serious injury or illness incurred in the line of duty.
How to Request Leave
To request continuous or intermittent FML, employees should:
- Notify their supervisor and Human Resources as soon as possible.
- To formally initiate the FML process, visit the HR Ticketing System in TeamDynamix to submit an FML ticket.
- The employee will need to submit an FML Request Form and a Medical Certification Form (completed by healthcare provider).
- The employee will be notified of their FML approval status after the Medical Certification Form has been received and reviewed.
- NOTE: If approved, FML will run concurrently with paid leave such as sick leave, annual leave, workers' compensation leave, or any leave of absence without pay.
- NOTE: The employee is expected to communicate with their supervisor and properly report absences in DASH.
Benefits While on FML
Employees who are approved for FML will continue to have insurance premiums deducted if they are receiving a paycheck. When an employee has exhausted all paid leave and is placed on leave without pay, the employee must contact Human Resources to discuss payment arrangements. A summary is below, but additional information about insurance during a leave of absence can be found on the UTC Insurance webpage.
Insurance Guidelines When on Family and Medical Leave (FML)
Employees who are approved for FML may continue to have premium deductions if they receive a paycheck. When an employee has exhausted all paid leave and is placed on leave without pay, the employee must make arrangements for paying their portion of the monthly premiums, which is the amount normally deducted from their paycheck.
Insurance Guidelines When Not on Family and Medical Leave (FML)
Employees who are not on approved FML may continue to have premium deductions if they receive a paycheck. If the employee has exhausted their FML hours and paid leave, and placed on leave without pay, the employee must make arrangements for paying both their portion and the employer portion of the monthly premiums.
Forms and Resources
ADA Accommodation
Department of Labor Family and Medical Leave Act
FML Request Form
FML Medical Certification
UT Policy HR0338 Family and Medical Leave
UT Policy HR0355 Leave of Absence
Contact Us
If you have any questions about FML or need assistance with your leave request, visit the Human Resources website or email [email protected].