Subject: PERSONAL FAMILY OR MEDICAL LEAVE
Amberton University’s Personal Family or Medical Leave Policy complies with the Family Medical Leave Act (FMLA) of 1993. The FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons. Amendments to the FMLA by the National Defense Authorization Act for FY 2008 (NDAA) expanded the FMLA to allow eligible employees to take up to 12 weeks of job-protected leave in the applicable 12-month period for any “qualifying exigency” arising out of the fact that a covered military member is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. The NDAA also amended the FMLA to allow eligible employees to take up to 26 weeks of job-protected leave in a “single 12-month period” to care for a covered servicemember with a serious injury or illness.
Employees who have at least 12 months of service with Amberton University and who have worked at least 1250 hours in the previous twelve-month period may take an unpaid leave of up to twelve weeks for the following reasons:
* the birth and care of a newborn child of the employee;
* placement with the employee of a son or daughter for adoption or foster care;
* to care for an ill spouse, child, or parent;
* because the employee is ill and is unable to perform his or her job.
* to attend to a qualifying urgent need arising out of the fact that a covered military member (employee’s spouse, son, daughter, or parent)is on active duty or being called to active duty.
This leave is in addition to any other leave to which employees may be entitled. Employees may elect, however, to use vacation or sick leave as part of the twelve-week family leave. In no event will the total amount of leave be permitted to exceed twelve continuous weeks without prior approval of an employee's supervisor and the Chief Personnel Officer, except in the following circumstance:
An eligible employee who is a spouse, son, daughter, parent, or next of kin of a current member of the Armed Forces, including a member of the National Guard or Reserves, with a serious injury or illness may be permitted to take up to a total of twenty-six (26) weeks of unpaid leave during a “single 12-month period” to care for the servicemember. Employees requesting this type of leave should speak with the Chief Personnel Officer for eligibility requirements.
Employees on family leave will have their health insurance continued in the same manner as if they were not on leave. Employees who are required to contribute to part of the cost of the health insurance must make arrangements with the Chief Personnel Officer for timely payments of premiums.
Employees requesting leave must provide thirty days' notice when possible. In addition, employees must also indicate the date they expect to return to work. Every effort will be made to place employees back into the same jobs they left upon return from leave. If the same job is not available, an equivalent position will be found.