Fmla who is a covered family member

Skip to content. Please Support SLN! The Sibling Leadership Network. Click here to join the SLN's mailing list. We're committed to helping you find the support you need, connect with fellow sibs, and stand up for your brothers and sisters along the way! Public agencies, including state, local and federal employers and local education agencies schools are also covered by the FMLA.

In order to be eligible for FMLA leave, an employee: 1 must have worked at least 12 months need not be consecutive for the employer; 2 must have worked at least 1, hours during the 12 months immediately preceding the date of commencement of FMLA leave; and 3 must work at a work site within 75 miles of which that employer employs at least 50 employees. Under the federal FMLA, a covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid, job-protected leave during any month period for one or more of the following reasons:.

Spouses employed by the same employer are jointly entitled to a combined total of 12 work-weeks of family leave for the birth and care of the newborn child, for placement of a child for adoption or foster care, and to care for a parent who has a serious health condition.

Eligible employees are those who have been employed for 12 months or more need not be consecutive for a covered employer, and who have worked 1, or more hours in the month period preceding the first day of leave. Employers subject to both the state and federal family and medical leave laws must provide the benefits most generous to the employee under both statutes. Further, an employee disabled by pregnancy cannot be denied any compensation to which she is entitled as a result of the accumulation of disability or leave benefits.

Employees who request qualifying exigency leave to spend time with a servicemember on rest and recuperation may take up to 15 calendar days of leave.

State Benefits While employees are on an eligible family and medical leave FML , State benefits shall be continued by the University at the same level that coverage would have been provided if the employee had remained in continuous employment.

Employees on a paid FML will continue to have their premium portion deducted from their paycheck. Employees on unpaid FML will be billed for their premium portion. If the employee does not make required payments during the leave period, the CMS-Group Insurance Division GID will terminate the member's coverage the first day of the current month. CMS will take action to collect all outstanding premium s , which may include involuntary withholding. The University may recover the premiums paid for maintaining coverage for employees if the employee fails to return from FML for a reason other than continuation, recurrence, or onset of a serious health condition employee or family , or other circumstances beyond the control of the employee.

Certification of such conditions may be required by the University. University employees may continue insurance coverage in excess of the University's contribution by contacting the Benefits Center within thirty 30 days following the last day of paid employment to make arrangements for premium payments. State Universities Retirement System To determine the effect of leave on the accumulation of service time for retirement and to assure continuation of contributions, contact SURS.

Employees have the option to take family and medical leave with or without pay. To continue in pay status, employees must use accrued sick or vacation leave in accordance with University leave provisions. Accrued leave used will be counted toward the FMLA entitlement. Any portion of the FMLA period for which accrued leave is not charged shall be without pay.

Eligible employees may receive compensation through Parental Leave. For Civil Service employees, restoral to the same or equivalent position shall be contingent on the expected continuation of the appointment and shall be in accordance with the State Universities Civil Service System Statute and Rules Employees on leave may be required to report periodically to the supervisor or unit head on their status and intention to return to work.

An employee who has been absent for medical reasons may be required to obtain a statement from a health care provider that the employee is able to resume work. An employee returning from family and medical leave is expected to contact the employing unit at least 30 calendar days in advance of the anticipated date of return from leave, in order to permit the unit to plan for the employee's reinstatement.

Benefits under the family and medical leave policy expire after 12 weeks 26 weeks to care for a covered servicemember. An employee seeking approval of an extension of leave beyond the family and medical leave entitlement shall present a written request to his or her supervisor, which shall be acted upon pursuant to departmental procedures and in accordance with University policies related to leaves of absence without pay and other leaves.

Civil Service Statute and Rules Seniority. Urbana Parental Leave. FMLA provides employees with 12 weeks unpaid leave accrued benefits may be used to remain in paid status for each consecutive month period for which eligibility criteria have been met for the following events: Birth or placement of a son or daughter for adoption or foster care. FMLA also provides up to 26 weeks unpaid leave accrued benefits may be used to remain in paid status during a "single month period" for which eligibility criteria have been met for the following event: Care of a covered service member with a serious injury or illness.

Select one of the following links or scroll down for specific information: Eligibility Approval and Documentation Length of Leave Benefits Continuation Compensation Returning from Leave Extended Leave Resources Eligibility Individuals who have been employed by the University for at least 12 months and who have performed at least 1, hours of service during the previous month period, are eligible for unpaid family and medical leave during each consecutive twelve-month period for which eligibility criteria have been met.

Birth or placement of a son or daughter for adoption or foster care Family and Medical Leave FML is available for employees giving birth to a child or placement of the child for adoption or foster care with the employee. Serious health condition of an employee Family and Medical Leave FML is available for employees unable to work because of a serious health condition.

Serious health condition of a spouse, son, daughter or parent Family and Medical Leave FML is available for employees to care for a spouse, child or parent with a serious health condition. Son or daughter includes biological, adopted, foster, stepchild, legal ward, legal same-sex spouse's child, or a child of person standing in loco parentis - who is under 18 years of age, or over age 18 but incapable of self-care because of a mental or physical disability as defined by FMLA regulations.