DATE
ISSUED
02/01/94
DATE
REVISED
01/29/08
PURPOSE
To
define
the
policy
and
procedures
of
Saint
Louis
University
with
regard
to
leave
required
by
the
Family
and
Medical
Leave
Act
of
1993
(FMLA).
POLICY
The
FMLA
provides
eligible
employees
with
up
to
12
workweeks
of
unpaid
job
protected
leave
per
rolling
12
month
period
for
the
following
qualifying
reasons:
- Birth
of
an
employee’s
son
or
daughter;
- Placement
of
a
son
or
daughter
with
the
employee
for
adoption
or
foster
care;
- Care
of
a
son
or
daughter,
spouse,
or
parent
with
a
serious
health
condition;
and
- Inability
of
the
employee
to
perform
the
functions
of
his
or
her
position
due
to
a
serious
health
condition.
- Leave
to
care
for
wounded
service
member.
Eligible
employees
may
take
up
to
26
weeks
of
leave
to
care
for
spouses,
children,
parents
or
next
of
kin
who
are
service
members
with
serious
illnesses
or
injuries
incurred
during
active
duty
in
the
Armed
Forces.
- Leave
related
to
active
duty
or
call
to
duty.
Eligible
employee
may
take
up
to
12
weeks
of
FMLA
in
a
rolling
12-month
period
to
deal
with
"any
qualifying
exigency"
that
arises
from
a
spouse's,
child's
or
parent's
active
duty
in
the
Armed
Forces,
including
an
order
or
call
to
duty.
When
both
spouses
are
employed
by
the
University,
the
total
amount
of
combined
leave
which
may
be
taken
for
a
birth,
foster
care,
adoption,
or
a
serious
health
condition
of
a
parent
is
12
weeks.
All
leave
for
a
birth,
foster
care,
or
adoption
must
be
taken
within
12
months
of
the
date
of
birth
or
placement.
On
the
employee’s
return
from
leave,
he
or
she
will
be
reinstated
to
the
same
or
an
equivalent
job
with
the
same
pay,
benefits,
terms,
and
conditions
of
employment.
SCOPE
This
policy
applies
to
all
eligible
staff
and
faculty
at
Saint
Louis
University.
ELIGIBILITY
To
be
eligible
for
leave
under
this
policy
an
employee
must
have
been
employed
for
at
least
52
weeks
in
total,
and
must
have
worked
at
least
1,250
hours
during
the
twelve-month
period
immediately
preceding
the
commencement
of
the
leave.
SCHEDULING
LEAVES
Eligible
employees
may
request
to
take
FMLA
leave
consecutively,
intermittently,
or
on
a
reduced
leave
schedule.
Consecutive
leave
is
taken
for
a
continuous
uninterrupted
block
of
time,
intermittent
leave
is
taken
at
separate
periods
of
time
due
to
a
single
qualifying
event,
(i.e.
doctor’s
appointments,
physical
therapy,
medical
treatments,
etc.)
and
reduced
leave
reduces
an
employee’s
usual
number
of
working
hours
per
workday
or
workweek.
An
employee
may
be
temporarily
transferred
to
an
available
alternative
position
with
equivalent
pay
and
benefits
which
better
accommodates
the
employee’s
need
for
intermittent
or
reduced
leave.
Employees
requesting
intermittent
or
reduced
leave
should
consult
with
their
supervisor
to
schedule
the
treatment
at
a
time
that
does
not
unduly
disrupt
the
operations
of
the
department.
Leave
for
a
serious
health
condition
of
the
employee
or
a
covered
family
member
may
be
taken
intermittently
or
on
a
reduced
leave
schedule
when
medically
necessary,
provided
the
employee
gives
appropriate
notice
and
submits
the
required
medical
certification
from
a
health
care
provider.
Intermittent
or
reduced
leave
for
the
birth
or
adoption
of
a
child
may
be
approved
at
the
discretion
of
the
appropriate
department
head.
PAY
DURING
FMLA
FMLA
leave
is
generally
unpaid
leave.
In
order
to
be
paid
during
an
approved
FMLA,
Saint
Louis
University
requires
employees
to
substitute
accrued
paid
leave
for
FMLA
leave
in
accordance
with
University
leave
policies.
Based
on
the
qualifying
condition,
sick
leave
and/or
caregiver
accruals
will
be
exhausted
first,
banked
holidays
second,
and
vacation
accruals
third,
before
an
employee
begins
an
unpaid
leave
portion
of
an
FMLA
leave.
With
supervisor’s
approval,
a
full-time
staff
employee
may
elect
to
extend
their
paid
status
during
an
FMLA
leave.
The
employee
may
exhaust
their
paid
leave
at
a
rate
of
at
least
64
hours
bi-weekly
for
non-exempt
employees
or
.8
FTE
monthly
for
exempt
employees,
in
order
to
maintain
their
status
as
a
full-time
employee,
thus
remaining
eligible
for
University
benefits.
If
the
employee
elects
to
exhaust
their
paid
leave
at
a
reduced
rate,
the
employee
must
exhaust
all
vacation
accruals
before
the
completion
of
the
FMLA
leave.
BENEFITS
The
University
will
pay
its
usual
cost
to
continue
the
employee’s
medical
insurance
and
the
base
level
of
benefits
provided
under
the
life,
accidental
death
and
dismemberment,
and
long
term
disability
insurance
programs
during
any
paid
or
unpaid
FMLA
qualifying
leave.
After
30
days
of
unpaid
leave,
employees
must
make
arrangements
with
University’s
benefits
office
to
continue
dependent
medical
and
optional
benefits
coverage.
You
will
have
a
minimum
30
day
grace
period
in
which
to
make
payments
for
dependent
medical
and
optional
benefits
coverage
will
be
canceled.
You
will
be
notified
in
writing
at
least
15
days
before
the
date
that
the
dependent
health
coverage
would
lapse.
If
the
employee
does
not
return
to
work
for
a
minimum
of
30
calendar
days
after
FMLA
leave,
the
employee
will
be
required
to
reimburse
the
University
for
any
health
care
premiums
paid
to
continue
the
employee’s
health
insurance
coverage
during
the
unpaid
leave
portion
of
the
FMLA
leave.
Reimbursement
will
not
be
required
if
the
employee
is
unable
to
return
to
work
due
to
serious
health
condition
of
the
employee,
son
or
daughter,
spouse,
or
parent,
or
because
of
unforeseen
circumstances
beyond
the
employee’s
control.
The
University
may
require
certification
within
30
calendar
days
of
its
request
to
substantiate
that
the
employee
is
unable
to
return
to
work
because
of
a
serious
health
condition.
EMPLOYEES
OBLIGATIONS
It
is
the
employee’s
obligation
to
provide
timely
notice
and
adequate
information
to
allow
the
supervisor
to
determine
whether
the
time
requested
qualifies
as
FMLA
leave,
including
any
required
medical
certification
or
recertification.
If
the
employee
fails
to
satisfy
these
requirements,
leave
may
be
delayed
and
lost
work
time
will
not
be
counted
as
protected
FMLA
leave
and
processed
in
accordance
with
other
applicable
policies
including,
but
not
limited
to,
vacation,
sick
leave,
attendance
and
corrective
counseling.
Notification