Family and Medical Leave - Human Resources at Ohio State
Family and Medical Leave
In accordance with federal law, the Family and Medical Leave Act (FMLA), The Ohio State University provides job-protected Family and Medical Leave (FML) to eligible faculty and staff who are unable to work because of their own serious health condition or because of the need to care for an immediate family member with a serious health condition. FML allows for up to 12 workweeks (480 hours for 100% FTE) of leave during a 12-month period based on certain qualifying events.
FML is unpaid leave; however, your available paid leave balance (e.g. sick, vacation, parental leave) will be used, along with FML, so that you continue to be paid while off work. Likewise, FML will also run concurrently with disability benefits (e.g. short-term disability, long-term disability and workers’ compensation).
In order to be eligible for FML, you must meet certain criteria, including a qualifying leave event. All potential FML qualifying leave events should be reported to your designated FML Administrator to determine eligibility.
Refer to the Family and Medical Leave Policy for additional information on FML eligibility.
- A serious health condition of the employee that prevents the employee from performing his or her job as certified by a health care provider;
- Birth of a child;
- Placement of the child with the employee for adoption or foster care;
- Care for a child during the first year following birth, adoption or foster care placement;
- Care for an immediate family member* who has a serious health condition as certified by a health care provider; or
- A qualifying exigency arising out of the fact that the employee’s spouse, domestic partner, son, daughter, or parent is a covered military member on “covered active duty.” Eligible employees have job protected time off for up to 26 workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent or next of kin.
*Pursuant to the FML policy, an “immediate family member” includes: spouse or domestic partner, biological, adoptive, step-, or foster parent, individual who stood in loco parentis to an employee when the employee was a child; or biological, adopted, step-, or foster child; a legal ward; or a child of a person standing in loco parentis to the child who is under 18 years of age or 18 years of age or older and incapable of self-care because of a mental or physical disability.
Refer to the Family and Medical Leave Policy for additional information on FML qualifying events.
When a qualifying event is known or anticipated (for example, if you are planning to have surgery or you are pregnant), notice to supervisor and FML Administrator must be given as far in advance as possible (at least 30 days in advance). When a qualifying event is immediate or unforeseeable, notice must be given as soon as practical when you become aware of the need for leave (either the day you learn of the need or the next workday). If not reported in a timely manner, FML protection for the leave may be denied or delayed. A request for FML must be substantiated with satisfactory documentation within 15 calendar days of the request as per the due date provided by the FML Administrator. You must follow your department’s usual notice or call-in procedures unless you are unable to do so (for example, if you are receiving emergency medical care).
- Contact your supervisor to report your absence and submit the appropriate leave form as per your department’s normal procedures for reporting an absence.
- Contact your assigned FML Administrator.
- The FML Administrator will provide you with the FML packet.
- Return the completed medical certification form within 15 calendar days.
- The FML Administrator will notify both the employee and supervisor of eligibility and status of request.
For general information and/or questions regarding FML, please contact email@example.com or (614) 292-3439 (Option 3).
Stay in touch. Ongoing communication will make the FML process run much more smoothly. It is important that you provide periodic updates of your status and estimated return to work date and plan to your manager and/or HR Professional and assigned FML Administrator. If you are on an extended medical leave for your own illness or injury, you may be contacted by a Disability Program Manager whose role is to assist you with coordination of your leave, disability benefits and return to work.
A Return to Work Release Form is required in order to return to work following your medical leave. Integrated Absence Management and Vocational Services (IAMVS) may coordinate with your physician and department to develop return-to-work and remain-at-work goals and expectations. This may include the identification of temporary transitional work placements in accordance with the Transitional Work Policy 2.45 based on your skills, restrictions and departmental needs.