3.3.4.1.9: Using the Leave with Other Policies

If the employee requests leave, the employee must explain the reasons for the leave so that the University can determine if the leave qualifies under this policy. If the employee qualifies for leave due to the birth or placement of a child or the employee’s own serious illness, or to care for a sick family member, any paid time off that falls under the Sick Leave Policy will count against the twelve (12) week maximum. The employee may choose to take unused paid time off during an approved leave. Paid time off time taken during the leave will count against the twelve (12) week maximum.

The FMLA does not require the leave to be paid. However, when the circumstances meet the University’s usual requirements for use of such short-term disability and paid time off, employees will be required to use all available paid time off for any covered leave that would otherwise be unpaid. Employees may also supplement time off with short-term disability, if applicable.

Accordingly, when the employee takes leave for a "serious health condition," and that condition also causes the employee to have a disability which is covered under a disability plan, leave taken in conjunction with the disability plan will be counted as part of the twelve-week FMLA entitlement.

Likewise, when the employee takes leave for a "serious health condition," and that condition also causes the employee to meet the requirements for workers’ compensation, leave taken in conjunction with the workers’ compensation injury will be counted as part of the twelve-week FMLA entitlement.

Note: Faculty Employees:

Full time faculty employees will accrue 4 hours of sick time per pay period.  They may carry over up to 30 hours of sick time each calendar year. Sick time may be used for compensation during the short term disability.