UNIVERSITY OF PITTSBURGH POLICY 07-07-02
CATEGORY: PERSONNEL
SECTION: Employee Leave Benefits
SUBJECT: Family and Medical Leave for Staff
EFFECTIVE DATE: April 4, 2006 Revised
PAGE(S): 2
I. SCOPE
This policy establishes family and medical leaves of absence for staff in
accordance with the Family and Medical Leave Act of 1993. Regular full-
and part-time staff members who have worked for the University for at
least twelve months and have been employed at least 1,250 hours during the
twelve-month period are eligible for this benefit. Position reinstatement
rights may not be available to key employees in certain circumstances as
defined by the Act.
II. POLICY
The Office of Human Resources is responsible for administering benefits
under the Family and Medical Leave Act and will provide information, upon
request, concerning staff member rights and responsibilities.
Guaranteed Leave Without Pay
Eligible staff members are entitled to a total of up to twelve work weeks
of guaranteed leave without pay during any twelve-month period for one or
more of the following:
- Birth, adoption, or care of a newborn child or placement of a foster
child with the staff member
- Care of a seriously ill family member or because of the staff
member's own serious health condition
Family members include parents, biological or adopted children, or spouse.
The term parent refers to a biological, foster or adoptive parent, a
stepparent, or legal guardian.
Medical leave may be used on an intermittent basis. However, leave taken
for the birth, adoption, or care of a newborn child or placement of a
foster child with the staff member cannot be taken intermittently. Each
staff member is eligible for one twelve-week leave in any twelve-month
period, with the exception that if a husband and wife are both eligible
for FMLA leave and are both employed by the University, they are limited
to a combined total of 12 weeks of leave during any 12-month period if the
leave is taken for: (1) the birth of the employee’s son or daughter or to
care for the child after birth; or (2) placement of a son or daughter with
the employee for adoption or foster care, or to care for the child after
placement. The twelve-month period is determined by measuring backward
from the date a staff member uses any family or medical leave.
Notice to the University
If the reason for requesting a family or medical leave is foreseeable, the
staff member is required to provide not less than 30 calendar days notice
of intent to take the leave. If the need for the leave is unforeseeable,
notice as is practicable is required.
Medical Certification
The staff member must submit to the Office of Human Resources:
- Medical certification within 15 days of having been preliminarily
placed on FMLA leave prior to approval of a medical leave; or
- Verification of circumstances prior to approval of a family leave.
If the staff member fails to submit a medical certification in a timely
manner, the staff member may not have approved FMLA or other leave,
thereby jeopardizing the staff member's employment status. In accordance
with provisions of the Family and Medical Leave Act, the University
reserves the right to obtain additional medical opinions.
Use of Sick, Vacation, and Personal Days
A staff member must use all accrued sick days, but may elect to use any or
all accrued vacation and personal days, for all or part of the twelve-week
period. Consistent with the Act, accrued vacation, personal, or sick days
cannot be used to extend the leave. While on unpaid leave, the staff
member does not accrue vacation or sick time. Similarly, during a month
in which the staff member uses accrued leave to receive a full month of
pay during the leave, the staff member does not accrue vacation or sick
time.
Continuation of Medical Insurance Benefits
During the family or medical leave, the University will continue to pay
its share of medical insurance premiums. If the staff member does not
return to the University at the end of the twelve-week unpaid leave, the
staff member must repay to the University premiums paid on behalf of the
staff member. Recovery of premiums will be made consistent with the
Family and Medical Leave Act.
Life and Disability Insurance Benefits
The staff member may elect to continue life and disability insurance by
assuming payment of the total premium for the benefit for the duration of
the leave.
Return to Work
Upon return from the family or medical leave of up to 12 weeks, a staff
member will be restored to the previously-held position with the same
benefits and pay effective the date of the staff member's return to work.
Extending a Family or Medical Leave
A staff member unable to return to work at the end of a Family or Medical
Leave may request an extension of the leave for a period of up to an
additional 60 work days. The University does not continue to pay its
share of medical insurance premiums during this extended leave. In
addition, the University does not guarantee a staff member's position
beyond the initial twelve-week Family or Medical Leave. The total leave
cannot exceed 120 days.
III. REFERENCE
Procedure 07-07-02, Family and Medical Leave for Staff