FMLA is a law that protects an employee’s job when the employee needs to be away from work due to their own serious health condition or that of a family member, for the birth (including prenatal care) or placement for adoption/foster care of the employee’s child, or for a qualifying exigency for military deployment. It entitles eligible employees of covered employers to take up to 12 work weeks (26 for military exigency) of unpaid leave for themselves or specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. More information regarding FMLA can be found on the Department of Labor website.

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• FMLA leave periods will run concurrently with any accrued paid leave taken.
• Employees approved to take leave for FMLA purposes must use accrued sick leave for conditions involving themselves and qualified dependents as defined in the Act.  (See ARP 8.45)
• Faculty Members who accrue Faculty Care leave must use FCL. (See ARP 8.42 )
• Accrued annual leave for purposes of the FMLA may only be taken when available accrued sick leave is exhausted.
• If accrued leave is not available, the employee will be placed on leave without pay.

Block Time Leave: Block leave is a continuous period-of-time away from work when medically necessary. The employee has a specific leave start and return date, based on the documentation presented by the health care provider or other appropriate authority. The return to work requires a written release from the physician for the employee’s own health condition.

Intermittent Leave: Intermittent leave is separate blocks of time due to a single qualifying reason when medically necessary.

Reduced Schedule Leave: Reduced schedule leave reduces the employee’s usual number of working hours per workday or workweek. A reduced leave schedule is a change in the employee’s schedule for a period-of-time when medically necessary.

Intermittent or Reduced Schedule Leave for Birth, Adoption or Foster Placement: NMSU procedure for requesting intermittent or reduced schedule leave after birth/placement for adoption/adoption or placement of a foster child requires that a request is made to your supervisor in advance.  Confirmation of the agreement between the employee and the employee’s department of the workload/work schedule while on intermittent leave or reduced schedule leave is required

EMPLOYEE ILLNESS		FAMILY ILLNESS		BIRTH, FOSTER, OR ADOPTION

	MILITARY EXIGENCY		MILITARY CARE

 

EMPLOYEE MEDICAL CERTIFICATION

FAMILY MEDICAL CERTIFICATION

MILITARY CAREGIVER MEDICAL CERTIFICATION

DECLARATION OF RELATIONSHIP

BIRTH CERTIFICATION OR ADOPTION FORM

BENEFIT ENROLLMENT/WAIVER FORM

FMLA INTERMITTENT LEAVE REPORT