Family and Medical Leave

Policy Statement

The University will grant eligible employees leave under the FMLA for up to 12 workweeks during any 12-month period.

Reason for Policy

The University is committed to compliance with the Family and Medical Leave Act of 1993. The purpose of this policy is to provide employees with a basic understanding of their rights and obligations under the FMLA.

Who Is Governed by this Policy

Faculty and Staff

Policy

Adelphi University provides family and medical leaves of absence without pay to all eligible employees who wish to take time off from work to fulfill family obligations relating directly to the birth or adoption of a child or the serious health condition of the employee, or of a child, spouse or parent.

An eligible employee is an employee who has been employed for at least 12 months and who has worked 1,250 hours during the 12-month period prior to the start of a leave period.

Types of Family and Medical Leaves – Eligible employees will be allowed to take 12 weeks of leave during a 12-month period designated for all employees by the University for:

1. Birth or Placement of Child
2. Care for Sick Family Member
3. Eligible Employee’s Own Illness
4. Eligible employees are entitled to up to 12 weeks of leave because of “any qualifying exigency” arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty or has been notified of an impending call to active duty status, in support of a contingency operation.

Definitions

An eligible employee is an employee who has been employed for at least 12 months and who has worked 1,250 hours during the 12-month period prior to the start of a leave period.

Procedures

An eligible employee must request family or medical leave at least 30 days in advance of the first day of leave when possible. Where the need for such leave is not foreseeable, a request for leave must be made as soon as practicable. Requests for leave and any changes in related information must be forwarded to the Office of Human Resources.

Failure to make a timely request may result in a denial or delay of a leave request. If a request for leave is to care for a sick family member or for an employee’s own illness, a satisfactory statement from a physician that verifies the existence of the serious health condition must be provided to Adelphi’s Office of Human Resources. Requests for leave and any changes in related information must be forwarded to Adelphi’s Office of Human Resources.

Eligible Employee Benefits – Adelphi will continue to provide insurance benefits for eligible employees for the full term of their family or medical leave, so long as they continue to make the required contributions (if any) on a timely basis. Accordingly, the eligible employee will remain responsible for the payment of any required premiums for all coverage maintained during the leave period. If the employee fails to return from a family or medical leave, they will be required to reimburse the university, for the full cost of benefits provided during leave, including the portion of cost paid for by Adelphi.

Return and Reinstatement at End of Family or Medical Leave – If an eligible employee returns to work at or before the expiration of the 12-week family and medical leave period, he or she will be returned to the same position the eligible employee held when the leave period began, or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment. An eligible employee’s right to job restoration is subject to being treated as if he or she had been continuously employed during the leave period.

Pay During Family or Medical Leave – Eligible employees must use all accrued paid vacation, personal and sick days (if leave is for their own illness) for any part of the 12-week period before using unpaid leave.

Forms

For more specific details and forms, please refer to the Family and Medical Leave Policy available from the Office of Human Resources or our website.

Related Information

See Short term disability, NY Paid Family Leave for possible coordination.

Document History

• Last Reviewed Date: January 01, 2023
• Last Revised Date: January 01, 2023
• Policy Origination Date: January 01, 1993

Who Approved This Policy

John Siderakis, Chief Administrative Officer