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Policy No: '''1001'''<br /> | Policy No: '''1001'''<br /> | ||
Effective Date: '''09/09/05'''<br /> | Effective Date: '''09/09/05'''<br /> | ||
Revised Date: ''' | Revised Date: '''07/01/25'''<br /> | ||
Reviewed Date: ''' | Reviewed Date: '''07/01/25'''<br /> | ||
<br /> | <br /> | ||
'''<big>Employee Leave Policy</big>'''<br /><br /> | '''<big>Employee Leave Policy</big>'''<br /><br /> | ||
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## A veteran who is undergoing medical treatment, recuperation, or therapy for serious injury or illness and who was a member of the Armed Forces at any time during the five years preceding the date on which the veteran undergoes such treatment, recuperation, or therapy. | ## A veteran who is undergoing medical treatment, recuperation, or therapy for serious injury or illness and who was a member of the Armed Forces at any time during the five years preceding the date on which the veteran undergoes such treatment, recuperation, or therapy. | ||
'''[ | ''' [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/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/procedures/supplemental-parental-leave-form.pdf '''Request for Supplemental Parental Leave'''] | ||
'''[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/> | |||
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=== Nebraska Family Military Leave === | === Nebraska Family Military Leave === | ||
The Nebraska Unicameral enacted the Nebraska Family Military Leave Act effective April 4, 2007. As such, UNMC provides unpaid leave to qualifying University employees who are spouses or parents of military service members under federal or state deployment orders. | The Nebraska Unicameral enacted the Nebraska Family Military Leave Act effective April 4, 2007. As such, UNMC provides unpaid leave to qualifying University employees who are spouses or parents of military service members under federal or state deployment orders. | ||
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Upon expiration of the leave, the employee is entitled to be restored to the position held prior to commencement of leave or to an equivalent position.<br /> | Upon expiration of the leave, the employee is entitled to be restored to the position held prior to commencement of leave or to an equivalent position.<br /> | ||
'''[ | ''' [https://www.unmc.edu/human-resources/_documents/forms/emp-rel/LOA-Request-for-Nebraska-Military-Family-Leave.docx Request for Nebraska Military Family Leave Form]''' | ||
=== Holiday Leave === | === Holiday Leave === | ||
UNMC provides thirteen (13) paid holidays a year to all regular employees. UNMC recognizes seven (7) traditional holidays where non-essential business operations are closed. UNMC also recognizes six (6) floating/observed holidays, during which UNMC operations are open; employees may use these days on or after the date on which they are observed, with supervisory approval. The maximum accrual of floating holidays is 40 hours.<br /> | UNMC provides thirteen (13) paid holidays a year to all regular employees. UNMC recognizes seven (7) traditional holidays where non-essential business operations are closed. UNMC also recognizes six (6) floating/observed holidays, during which UNMC operations are open; employees may use these days on or after the date on which they are observed, with supervisory approval. The maximum accrual of floating holidays is 40 hours.<br /> | ||
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==== 1. Care of a Newborn ==== | ==== 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 ==== | ==== 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 ==== | ==== 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 | |||
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 ==== | ==== 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. | ||
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. | |||
[https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf Request for Supplemental Parental Leave] | [https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf Request for Supplemental Parental Leave] | ||
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'''Sick Leave Accruals''' | '''Sick Leave Accruals''' | ||
# Sick | # Sick leave shall begin to accrue with the date of hire. Sick leave shall be charged against the sick leave accrued on a work-hour basis. Under appropriate circumstances, an employee shall be eligible to use sick leave as soon as it has accrued. | ||
# The | # 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 | # 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 | # The schedule of sick leave accrual is displayed on the leave procedure page. | ||
# Employees | # Employees on Leave without Pay or Layoff shall not accrue sick leave during that time. | ||
'''Sick Leave Use''' | '''Sick Leave Use''' | ||
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# One hour of sick leave shall be consumed for each working hour of absence due to illness or injury. | # One hour of sick leave shall be consumed for each working hour of absence due to illness or injury. | ||
# Vacation days or University holidays that may fall within the period of paid sick leave shall not be counted as days to be subtracted from sick leave. | # Vacation days or University holidays that may fall within the period of paid sick leave shall not be counted as days to be subtracted from sick leave. | ||
# The | # The allowance of sick leave for any purpose under this policy shall be subject to the right of the University to require satisfactory evidence of illness or injury including the certification of an attending physician in the case of the employee or a member of their immediate family. Sick leave allowance shall be at the discretion of the University. | ||
# Employees may be advanced sick leave, per supervisor approval, in an amount not to exceed a total of 40 hours, pro-rated to FTE. Employees shall reimburse the University for all used unearned sick leave upon separation. Employees may not request another advancement of sick leave until they reach a positive accrual. | # Employees may be advanced sick leave, per supervisor approval, in an amount not to exceed a total of 40 hours, pro-rated to FTE. Employees shall reimburse the University for all used unearned sick leave upon separation. Employees may not request another advancement of sick leave until they reach a positive accrual. | ||
Sick leave may be used for appointments with the Employee Assistance Program (“EAP”). | Sick leave may be used for appointments with the Employee Assistance Program (“EAP”). | ||
=== Vacation Leave === | === Vacation Leave === | ||
# All | # 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. | # 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. | # Employees accrue only when they are in a paid status. | ||
# Vacation leave requests must be approved in advance by management, consistent with the business needs of UNMC. | # Vacation leave requests must be approved in advance by management, consistent with the business needs of UNMC. | ||
# Vacation leave shall accrue on a pay period basis and an account of such leave earned and used shall be maintained and balanced annually. | # Vacation leave shall accrue on a pay period basis and an account of such leave earned and used shall be maintained and balanced annually. | ||
# Effective April 1, 2007, the maximum vacation leave which may be earned and accrued by members of the Managerial-Professional staff and members of the Office | # Effective April 1, 2007, the maximum vacation leave which may be earned and accrued by members of the Managerial-Professional staff and members of the Office and Service staff shall be two hundred eighty (280) hours | ||
# The rate at which an employee accrues vacation leave shall be computed from the service date and adjusted by breaks in service if such break in service is less than three years. | # The rate at which an employee accrues vacation leave shall be computed from the service date and adjusted by breaks in service if such break in service is less than three years. | ||
# All regular employees who transfer to another department at UNMC shall accrue vacation based on the original hiring date at UNMC and shall have their vacation leave balance transfer to the incoming department. | # All regular employees who transfer to another department at UNMC shall accrue vacation based on the original hiring date at UNMC and shall have their vacation leave balance transfer to the incoming department. | ||
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# The schedule of vacation leave accrual is displayed on the leave procedure page. | # The schedule of vacation leave accrual is displayed on the leave procedure page. | ||
# Employees may be advanced vacation leave, per supervisor approval, in an amount not to exceed a total of 40 hours, pro-rated to FTE. Employees shall reimburse the University for all used and un-earned vacation time/leave upon separation. Employees may not request another advancement of vacation leave until they reach a positive accrual. | # Employees may be advanced vacation leave, per supervisor approval, in an amount not to exceed a total of 40 hours, pro-rated to FTE. Employees shall reimburse the University for all used and un-earned vacation time/leave upon separation. Employees may not request another advancement of vacation leave until they reach a positive accrual. | ||
==Notice of Non-Discrimination== | ==Notice of Non-Discrimination== | ||
Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment. | Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment. | ||
==Additional Information== | ==Additional Information== | ||
*Human Resources - Employee Relations at 402-559-7394 or 402-559-8534 | *Human Resources - Employee Relations at 402-559-7394 or 402-559-8534 | ||
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*[https://www.unmc.edu/human-resources/_documents/req-reasonable-accommodation-ada.pdf ADA - Americans with Disabilities Act - Requests for Reasonable Accommodation] | *[https://www.unmc.edu/human-resources/_documents/req-reasonable-accommodation-ada.pdf ADA - Americans with Disabilities Act - Requests for Reasonable Accommodation] | ||
*[https://www.unmc.edu/human-resources/_documents/procedures/Lactation-Support-Program.pdf Lactation Support Program] | *[https://www.unmc.edu/human-resources/_documents/procedures/Lactation-Support-Program.pdf Lactation Support Program] | ||
''All Forms mentioned in this policy are available online at'' | *[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'' [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]. | This page maintained by [mailto:mhurlocker@unmc.edu mh]. | ||