HR SPOTLIGHT: FMLA – Family and Medical Leave Act

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FMLA provides employees with protected, unpaid* leave for up to 12 weeks in a 12-month rolling calendar period for certain family and medical events. These events include:

  • The birth, adoption, or placement of a foster child in an employee’s care
  • An employee’s serious health condition**
  • The serious health condition** of an employee’s child, spouse, or parent
  • A spouse, child, or parent being on active duty in the Armed Forces under certain qualifying exigency
  • To care for a spouse, child, parent, or nearest blood relative that is a recovering service member (consistent with the provisions of both FMLA and the National Defense Authorization ACT, employees may be entitled to up to 26 weeks of protected, unpaid leave to care for a service member)

*FMLA is protected, unpaid leave, however, employees may elect to utilize – or the institution may require that employees utilize – their accrued paid sick and annual leave to continue in a paid status. Furthermore, protected leave means that employees cannot face adverse action or discrimination as a result of taking said leave. For further information, please refer to the BOR FMLA policy.

**“Serious health conditions” have traditionally been defined by requiring more than 3 absences for the same health event (continuously or intermittently) that is likely to continue into the future.

Eligibility: Any employee (including part-time and temporary) of the USG, who has:

  • Been employed by the USG for at least twelve months total (not necessarily the last twelve months),
  • worked at least 1,250 hours during the 12-month period immediately preceding the leave, and
  • has a qualifying family or medical event.

If you have a situation that you believe might qualify for FMLA or would like to discuss FMLA further, please reach out to Human Resources. HR will gladly discuss options available based on your individual situation. The HR FMLA contact is Cory McElroy (cmcelroy@highlands.edu). Employees should also work with their direct supervisors and keep them informed of any potential FMLA leave needs.

For more details on FMLA, you can refer to the BOR policy on the Family and Medical Leave Act (FMLA) and the BOR FMLA website.