Staff HR Policy D-722.00
Institutional Effectiveness Criterion: Culture
Family and Medical Leave Policy
The College shall grant eligible employees up to 12 weeks of unpaid family and medical leave (FMLA) in any 12-month period in accordance with the provisions of the Family and Medical Leave Act of 1993, and as may be amended, for one or more of the following basic reasons:
- To care for the employee's child after birth, or placement for adoption or foster care;
- To care for the employee's spouse, son, daughter, or parent who has a serious health condition; or
- For a serious health condition that makes the employee unable to perform his/her job.
Military Family Leave Entitlements
- Eligible employees may also use their 12-week leave entitlement to address certain qualifying exigencies if the employee's spouse, son, daughter, or parent who is a member of the Armed Forces, National Guard, or military reserves is on covered active duty or called to active duty status.
- Military caregiver leave provides up to 26 weeks of FMLA leave in a 12-month period by an eligible spouse, parent, son, daughter, or next of kin of a covered service member to care for a member of the Armed Forces, including a member of the National Guard or reserves, who has a serious illness or injury incurred in the line of duty while on active duty. This leave also covers a veteran who was a member of the Armed Forces, National Guard or reserves during the previous five years and suffered an illness or injury while on active duty that manifested itself during or after the member was discharged from active duty.
To be eligible for family and medical leave an employee must have worked for Northwestern Michigan College for at least 12 months, and for at least 1,250 hours during the year preceding the start of the leave.
The College has adopted the 12-month period measured forward from the date of the first FMLA leave usage.
If both parents work for the College, they are entitled to take only a total of 12 weeks of leave for the two of them for FMLA related to birth or adoption. Additional child care leave may be granted under the provisions of the Child Care Leave Policy D-726.00.
Accrued vacation, sick leave, wage continuation, or family care leave shall be substituted for unpaid leave where applicable under those policies.
Medical coverage will continue to be provided during the leave including dependent coverage. No other wages or benefits will be paid or accrued during the unpaid portion of the leave.
Upon return from family and medical leave, the employee will be returned to his or her original position or an equivalent position with equivalent pay, benefits, and other employment terms.
Reviewed and Revised on 1/15/10