Leave

An employee requesting family and medical leave under the FMLA should complete the Request for Family and Medical Leave. The employee should discuss the necessary leave period with their medical provider. The employee’s medical provider should provide relevant and necessary medical facts pertaining to the employee’s medical condition that ascertains that the employee’s condition is considered as serious and/or prolonged and eligible under the FMLA.

Once the employee and his/her medical provider have completed the FMLA request, the employee should submit the application directly to the Leave Coordinator for review. If additional information is required to make a determination, the Leave Coordinator will reach out to the employee. If the request is approved, a determination notice will be sent to the employee and his/her supervisor indicating FMLA designation and the period of leave.

An employee can use the Leave Request Form or any other form of communication acceptable by his/her supervisor to request annual leave. Employees are encouraged to request leave as early in advance as possible.

An employee can use the Leave Request Form or any other form of communication acceptable by his/her supervisor to request foreseeable sick leave (such as absences for appointments). If sick leave is not foreseeable, the employee should notify his/her supervisor of the intent to use sick leave as soon as possible. We encourage employees to provide documentation for all occurrences of sick leave; however, per the University Sick Leave Policy, employees are required to provide documentation if five or more consecutive workdays are used.

Personal leave does not have approved; however, the employee must notify his/her supervisor no later than 15 minutes after the employee’s normal reporting or starting time of the employee’s intended use of personal leave.” We encourage employees to provide advance notice, if possible.

Employees are eligible for leave donations if they meet the following criteria:

• The employee is absent from work due to a serious and/or prolonged medical condition that exists at the time the request is made. An employee cannot request leave for a period that has already passed, or once the employee has returned to work.
• The employee has exhausted all forms of accrued leave (annual, personal, and sick).
• The employee has provided proper notice for the need of leave, and has completed an application for leave donations 
• Must be able, in all likelihood, to return to work

Additionally, the employee must have a satisfactory performance rating and must not have a record of sick leave abuse (must not have been on a one-day sick slip restriction within the past two years).

If the employee is requesting leave from the State Leave Bank:

The employee must complete the request for donated leave. Employees are responsible for providing a completed packet and providing all required information as noted by the State Leave Bank.

The employee must submit the completed request to the Leave Coordinator for review and certification. Once certified, the Leave Coordinator will submit the request to the State Leave Bank for final review. The State Leave Bank will return its decision to the Leave Coordinator; if the request has been approved, the employee will be notified with an official letter. If the request is denied, the employee will have 15 days to appeal the decision; the employee may appeal a denial only once.

If the employee is requesting leave through employee-to-employee leave donations:

The employee must complete the request for donated leave. Employees are responsible for providing a completed packet and providing all required information as noted by the State Leave Bank.

The employee must submit the complete request to the Leave Coordinator for review, certification, and final approval. The Leave Coordinator will determine if the employee is eligible for leave donations by using the guidelines provided by the State Leave Bank. If the request has been approved, the employee will receive an official notification. If the request is denied, the employee may appeal the denial through the State Leave Bank. The employee will have 15 days to appeal the decision; the employee may appeal a denial once.

For additional information and FAQ's visit the Leave Bank page.