Employee leaves: Be in the know

Ever feel confused about managing employee leaves of absence? If so, you are not alone! University policies allow for leaves of absence that are a great benefit for employees when they are in need of time away from work for specific circumstances, such as personal illness, family illness, childbirth, adoption, military leaves, etc. But managing employee time off (paid and unpaid), work schedules, and paperwork, while still getting the work done, can be overwhelming! You'll be glad to know that help is available to assist in managing these situations.

Business Office Staff

Your Business Office is always a good source of information, specifically in determining the amount of time employees have � paid or unpaid � to cover their need to be off work. They are also knowledgeable about policies and the paperwork requirements that are so critical in keeping payroll, benefits, and employee time tracked appropriately.

Human Resources

Contacts in Human Resources are available to assist as outlined below.

West Lafayette main contacts:

• Family Medical Leave Act (FMLA) and Paid Parental Leave consultation/processing �49-41310
• Other leaves processing � 49-46705
• Policy development/Interpretation � 49-49514

West Lafayette Physical Facilities Human Resources:

• FMLA processing � 49-66269

West Lafayette Housing and Food Services Human Resources:

• FMLA processing � 49-49418

ITAP Human Resources:

• FMLA processing � 49-41899

Calumet Campus Human Resources

• FMLA processing � leaves for faculty/staff last names beginning with A-M, (219) 989-2949; leaves for last names beginning with N-Z, (219) 989-8053

Fort Wayne Campus Human Resources:

• FMLA processing � (260) 481-6684

North Central Campus Human Resources:

• FMLA processing � (219) 785-5301

Family Medical Leave Changes

On October 29, 2009, President Obama signed the 2010 National Defense Authorization Act. This new law expands the availability of both exigency leave and servicemember caregiver leave. These leave reasons were added in 2008 when President Bush signed into law admendments to the FMLA.

So, what are the provisions for these military-related leaves now?

• Exigency Leave: allows up to 12 weeks of unpaid leave for urgent needs related to a National Guard, Reservist, or Active Duty family member's (spouse, son, daughter, or parent) call to active duty.
• Caregiver Leave: allows up to 26 weeks of unpaid leave to an employee for the care of a family member (spouse, son, daughter, parent, or next of kin) who is injured while serving on active military duty. Employees may also use this time out to care for family member veterans who are undergoing medical treatment, recuperation, or therapy for serious injury or illness that occurred any time during the five years preceding the date of treatment.

Employees must meet the same basic FMLA eligibility requirements to take these military-related leaves. If you have employees who need assistance with determining eligibility or getting set up for these leaves, please refer them to the appropriate resources above. The policy and forms will be updated in the near future with these most recent changes.

- Teresa Wesner, retirement, disability, and life benefits manager
Staff Benefits