Employee Leave: Difference between revisions

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Employee Leave (view source)

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 ''' [https://www.unmc.edu/human-resources/_documents/forms/emp-rel/employee-request-for-fmla.pdf FMLA - Request for Family Medical Leave Form]'''<br/>''' [https://view.officeapps.live.com/op/view.aspx?src=https%3A%2F%2Fwww.unmc.edu%2Fhuman-resources%2F_documents%2Fforms%2Femp-rel%2Floa-request-for-nebraska-military-family-leave.docx&wdOrigin=BROWSELINK FMLA - Request for Military Qualifying Exigency Leave and Medical Caregiver Leave Form]'''<br/>'''[https://www.unmc.edu/human-resources/_documents/certification-of-health-care-provider-for-employees-serious-health-condition.pdf FMLA - Certification of Health Care Provider for Employees Serious Health Condition]'''<br/>'''[https://www.unmc.edu/human-resources/_documents/certification-of-health-care-provider-for-family-members-serious-health-condition.pdf FMLA - Certification for Health Care Provider for Family Members Serious Health Condition]'''<br/>''' [https://www.unmc.edu/human-resources/_documents/certification_for_serious_injury_illness_current_servicemember_for_military_caregiver_fmla.pdf FMLA - Certification for Serious Injury or Illness of a Current Servicemember for Military Family Leave]'''<br/>''' [https://www.unmc.edu/human-resources/_documents/certification_for_serious_injury_illness_of_a_veteran_for_military_caregiver_fmla.pdf FMLA - Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave]'''<br/>''' [https://www.unmc.edu/human-resources/_documents/certification_for_military_family_leave_for_qualifying_exigency_fmla.pdf FMLA - Certification of Qualifying Exigency for Military Family Leave]'''
 [https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf '''Request for Supplemental Parental Leave''']
 === Nebraska Family Military Leave ===
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 ==== 1. Care of a Newborn ====
-Birth parents or the benefit-eligible adult designee who need to care for or bond with a newborn
+Birth parents or the benefit-eligible adult designee who need to care for or bond with a newborn following the child’s birth may utilize up to eight (8) workweeks of parental leave. If employees need additional leave beyond the eight (8) workweeks permitted under this policy, they may request to use other leave available to them under University policies. The University requires employees to submit documentation verifying the birth of the child (e.g., a birth certificate, hospital admission form associated with the delivery). Such leave normally must be taken in a consecutive period. Advance approval by the employee’s supervisor is required before such leave may be taken on an intermittent basis. If intermittent leave is approved, the employee must complete the leave within six (6) months following the child’s birth. Foster parents are not eligible for leave.
-following the child’s birth may utilize up to eight (8) workweeks of parental leave. If employees
-need additional leave beyond the eight (8) workweeks permitted under this policy, they may
-request to use other leave available to them under University policies. The University requires
-employees to submit documentation verifying the birth of the child (e.g., a birth certificate, hospital admission form associated with the delivery). Such leave normally must be taken in a consecutive period. Advance approval by the employee’s supervisor is required before such leave may be taken on an intermittent basis. If intermittent leave is approved, the employee must complete the leave within six (6) months following the child’s birth. Foster parents are not eligible for leave.
 ==== 2. Period of Incapacity, Prenatal Care, or Serious Health Condition Related to Childbearing ====
-Employees who are incapacitated or need to be off work due to pregnancy, childbirth,
+Employees who are incapacitated or need to be off work due to pregnancy, childbirth, miscarriage, termination of a pregnancy, prenatal care, post-partum recovery, or a serious health condition attributable to or caused by any of those conditions may utilize up to eight (8) workweeks of parental leave. If employees need additional leave beyond the eight (8) workweeks permitted under this policy, they may request additional leave based on their individual circumstances and the advice of their healthcare provider. The University requires employees to submit a statement from their healthcare provider verifying the underlying condition and the period of any incapacity.
-miscarriage, termination of a pregnancy, prenatal care, post-partum recovery, or a serious health
-condition attributable to or caused by any of those conditions may utilize up to eight (8)
-workweeks of parental leave. If employees need additional leave beyond the eight (8) workweeks
-permitted under this policy, they may request additional leave based on their individual
-circumstances and the advice of their healthcare provider. The University requires employees to
-submit a statement from their healthcare provider verifying the underlying condition and the
-period of any incapacity.
 ==== 3. Care for a Birth Parent ====
-Employees who need to care for a spouse or a benefits eligible adult designee who is
+Employees who need to care for a spouse or a benefits eligible adult designee who is incapacitated, who needs assistance during their prenatal care, or who needs assistance due to a serious health condition attributable to or caused by that individual’s pregnancy, childbirth, or subsequent recovery may utilize up to eight (8) workweeks of parental leave. Employees who need to care for a spouse or a benefits eligible adult designee following a miscarriage or the termination of a pregnancy may utilize up to five (5) workdays of parental leave. If employees need additional leave beyond the eight (8) work weeks or five (5) work days permitted under this policy, they may request to use other leave available to them under University policy. The University may require employees to submit documentation verifying their adult designee relationship, as well as a statement from the healthcare provider verifying the underlying condition and the length of time needed. Such leave related to childbirth and recovery normally must be taken in a consecutive period. Advance approval by the employee’s supervisor is required before such leave may be taken on an intermittent basis. If intermittent leave is approved, the employee must complete the leave within six (6) months following the event.
-incapacitated, who needs assistance during their prenatal care, or who needs assistance due to a serious health condition attributable to or caused by that individual’s pregnancy, childbirth, or
-subsequent recovery may utilize up to eight (8) workweeks of parental leave. Employees who
-need to care for a spouse or a benefits-eligible adult designee following a miscarriage or the
-termination of a pregnancy may utilize up to five (5) workdays of parental leave. If employees
-need additional leave beyond the eight (8) work weeks or five (5) work days permitted under this
-policy, they may request to use other leave available to them under University policy. The
-University may require employees to submit documentation verifying their adult designee
-relationship, as well as a statement from the healthcare provider verifying the underlying condition and the length of time needed. Such leave related to childbirth and recovery normally must be taken in a consecutive period. Advance approval by the employee’s supervisor is required before such leave may be taken on an intermittent basis. If intermittent leave is approved, the employee must complete the leave within six (6) months following the event.
 ==== 4. Adoption ====
-Employees may utilize up to eight (8) workweeks of parental leave to care for and bond with
+Employees may utilize up to eight (8) workweeks of parental leave to care for and bond with an adopted child following placement. Placement is deemed to commence when the child is placed in the physical custody of the employee or, if travel is required, when the employee commences the trip needed to obtain physical custody of the child, whichever occurs earlier. This leave is not available if the child is (a) a child over the age of eight without any special needs, (b) a special needs child over the age of eighteen, (c) a stepchild being adopted by a stepparent, (d) a foster child being adopted by the foster parent, or (e) a child being adopted by a person with whom a voluntary placement was previously made for purposes other than adoption.
-an adopted child following placement. Placement is deemed to commence when the child is
-placed in the physical custody of the employee or, if travel is required, when the employee
-commences the trip needed to obtain physical custody of the child, whichever occurs earlier.
-This leave is not available if the child is (a) a child over the age of eight without any special
-needs, (b) a special needs child over the age of eighteen, (c) a stepchild being adopted by a
-stepparent, (d) a foster child being adopted by the foster parent, or (e) a child being adopted by a
-person with whom a voluntary placement was previously made for purposes other than adoption.
-The University requires employees to submit documentation verifying the placement and date
-of placement of the adopted child with the employee. If employees need additional leave
-beyond the eight (8) workweeks permitted under this policy, they may request to use other leave
-available to them under the University’s policies.
+The University requires employees to submit documentation verifying the placement and date of placement of the adopted child with the employee. If employees need additional leave beyond the eight (8) workweeks permitted under this policy, they may request to use other leave available to them under the University’s policies.
 Because the reasons permitted for taking parental leave also constitute qualifying events for the purposes of the Family and Medical Leave Act (FMLA), the amount of time taken away from work pursuant to a parental leave will run concurrently with and count against the twelve (12) weeks of leave granted to employees under the FMLA. The rights and responsibilities of employees under the FMLA are addressed separately in Regents’ Policy 3.3.11 relating to Family/Medical Leaves of Absence.
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 # The rate at which an employee accrues sick leave shall be computed from the service date and adjusted by breaks in service if such break in service is less than three years.
 # Disability absences caused or contributed to by pregnancy, childbirth, and recovery there from are considered sick leave, and shall be governed by the provisions of the Parental Leave Policies.
-# The     schedule of sick leave accrual is displayed on the leave procedure page.
+# The schedule of sick leave accrual is displayed on the leave procedure page.
 # Employees on Leave without Pay or Layoff shall not accrue sick leave during that time.
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 === Vacation Leave ===
-# All     regular employees of UNMC shall be granted vacation leave according to the schedule of vacation leave accrual displayed on the leave procedure page.
+# All regular employees of UNMC shall be granted vacation leave according to the schedule of vacation leave accrual displayed on the leave procedure page.
 # Vacation leave accrual begins the first day of employment and ends the last day of employment.
 # Employees accrue only when they are in a paid status.
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 *[https://www.unmc.edu/human-resources/_documents/procedures/Lactation-Support-Program.pdf Lactation Support Program]
 *[https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf Request for Supplemental Parental Leave]
-''All Forms mentioned in this policy are available online at'' http://www.unmc.edu/hr. For additional information please review the Employee Leave Procedures or you may contact Human Resources – Employee Relations at 402/559-5827 or erdocuments@unmc.edu.<br />
+''All Forms mentioned in this policy are available online at'' [https://wiki.unmc.edu/index.php/Human_Resources_-_Forms http://www.unmc.edu/hr]. For additional information please review the Employee Leave Procedures or you may contact Human Resources – Employee Relations at 402/559-5827 or erdocuments@unmc.edu.<br />
 This page maintained by [mailto:mhurlocker@unmc.edu mh].