Mutual Leave Categories
Do you have questions regarding the different types of leave?
An employee can use sick leave for personal illness or injury, exposure to a contagious disease, appointment for medical or dental examination or treatment, sickness during pregnancy or other temporary disabilities, treatment for alcoholism, caring for ill members of immediate family, and caring for an adoptive child.
The use of sick leave is subject to verification. The agency may require the certificate of a health care practitioner verifying the need for sick leave and giving the inclusive dates.
Family Medical Leave Act (FMLA):
To qualify, you must have been employed by the state for 12 months and worked 1250 hours in the 12 months preceding the FMLA event. The required total of 12 months of employment need not be consecutive. FMLA leave can be paid or unpaid leave. However, eligible employees will be required to substitute their accrued sick leave for unpaid FMLA leave when the FMLA leave request qualifies for sick leave usage; an eligible employee may elect to substitute accrued annual leave for unpaid FMLA leave. FMLA protects your job while you are out. Your leave balances are what provide you an income.
For more information, please review Procedure 18.104.22.168 Family Medical Leave Act (FMLA) located in the College's online Policy & Procedure Manual.
If you believe your absence qualifies for FMLA, please let Human Resources know so they may contact you about your rights under the Family Medical Leave Act. Please call or e-mail Melissa Eckroth at ext. 7134 or firstname.lastname@example.org.
Family Medical Leave Act Guidelines
Family Sick Leave:
Employees may use up to ten (10) days (or 75.00 hours)family sick leave annually to care for immediate family members. For the purposes of family sick leave, "immediate family" is defined as the employee's spouse and children and the following relations to the employee or the spouse of the employee: mother, father, brother, sister, grandparent, or legal guardian and grandchildren if the grandchild resides with the employee and the employee is the primary caretaker of the grandchild.The amount used will be deducted from the employee's sick leave balance.
While we make every effort to present this information accurately, this is just a
summary overview, meaning details, explanations, and qualifiers are left out. It is
intended only to provide general guidance, and you should not rely on it as a complete
or binding explanation of this topic. If this information differs from the language
or intent of the formal published legal or policy requirements, that authoritative