Family and Medical Leave: Guidance for Supervisors

The federal Family and Medical Leave Act (FMLA) requires that the University provide eligible employees with job-protected, unpaid leave for qualified medical and family reasons. Options for taking Family and Medical Leave (FML) are continuous leave, intermittent leave, or a reduced work schedule.

Employees must be allowed to continue their benefits during the FML and be returned to the same or an equivalent position when the FML ends.

The following information gives an overview of the FMLA. Employees have time-specific deadlines at each step of the process. Completing the appropriate forms is important because federal law requires them.

Remote Employees: If you have an employee who lives and works in another state, state-specific leave laws may apply in addition to the federal FMLA. Contact Leaves Administration at for assistance.

If you have more questions, please speak with your Senior HR Partner.

Qualifying Reasons for FML

Qualifying employees can take time off of work for health reasons, for a new baby, or to care for a seriously ill family member. All employees, including student workers and graduate assistants/associates, are eligible for FML if they meet certain requirements.

Supervisor/Departmental Responsibilities

The supervisor or department HR representative has important responsibilities for timekeeping and compliance during the leave.

Employee Rights

FMLA protects employees' right to balance their work and family life by taking reasonable unpaid leave for certain family and medical reasons.

How to Indentify an Employee Need of FML

Employees may be unaware they can use job-protected FML for their leave of absence. Look for these signs that an employee may be in need of taking Family Medical Leave.