University of Delaware
Policies and Procedures Manual

Section: Personnel
Policy Number: 4-37
Policy Name: Family Leave
Date: July 1998

1. POLICY

   Introduction

   The University recognizes the importance of having a separate policy that addresses the family care needs of employees. The following policy sets forth the family leave options that are available to professional and salaried staff members.

   It is the policy of the University to comply with the Family and Medical Leave Act of 1993, which grants an eligible employee up to a total of 12 workweeks of leave in any 12-month period for certain circumstances. An eligible employee is entitled to up to a total of 12 workweeks of family leave during a 12-month period for the birth or placement of a child for adoption or foster care. This family leave will count against the employee's total family and medical leave entitlement of 12 weeks in any 12-month period. Generally, such family leave is unpaid.

   1. To be eligible for family leave, the employee must have worked for the University for at least one year for not less than 1,250 hours during the immediately preceding 12-month period.

   2. The University may require that any period of family leave be supported by a certification issued by a health care provider. The certification must be provided in a timely manner.

   3. Requests for family leave should be made in writing, stating the reason for the leave, the requested starting date of the leave and the employee's anticipated date of return.

   4. The University may, at its option, designate leave as Family Medical Leave without a request from an employee.

   5. All requests for family leave, except for emergency situations, must be submitted as far in advance as possible, but in any event, at least thirty days prior to the commencement of the leave in order to enable the University to provide for adequate staffing of the employee's position during the leave.

   6. A request for family leave must be submitted to the employee's department director or supervisor, who, in turn, will submit the request to the Assistant Vice President for Employee and Labor Relations or his/her designee, who shall have the authority to grant or deny the request.

   7. An employee taking family leave will be required to first use his or her accrued vacation as part of the period of family leave.

   8. Upon return from family leave, the University will endeavor to return the employee to his or her original job or to an equivalent position.

   9. During a period of approved family leave, the University will continue the University's contribution to the premiums for the employee's hospital-medical- surgical and dental benefits up to 12 weeks. University contributions to benefit programs stop after 12 weeks of family leave. If the employee fails to return from family leave, the University may seek to recover its portion of health plan premiums paid for the employee during the leave.

   10. A husband and wife who are both employed by the University may take a combined total of 12 weeks of family leave for the birth or placement of a child for adoption or foster care.

See the Request for Family or Medical Leave form and the Certification of Health Care Provider form for more details.

Submitted by: Labor Relations

Copyright, © 1997, 1998 University of Delaware. All rights reserved.

Please direct questions to the Executive VP office.