Family and Medical Leave (FMLA)
In compliance with the Family and Medical Leave Act (FMLA), unpaid leave is available to employees under the following circumstances:
- To care for a newborn or adopted child
- To care for, or ease the transition of, an adopted child or child placed in the home through foster care
- To care for a spouse, child or parent with a serious health condition
- An employee’s own serious health condition
- To care for a family member injured during active military duty
- To ease in the transition when a family member is called to or returning from active military duty
All employees who have been employed at least 12 months and worked at least 1,250 hours during the preceding 12 months are eligible to take time off for family and medical leave. Having met the applicable service requirements, employees may be granted up to a total of 12 weeks of family or medical leave combined during any rolling 12-month period and up to 26 weeks of leave to care for a family member injured while on active military duty. A “rolling” 12-month period measured backwards from the date an employee takes leave will be used for computing the period within which the leave may be taken. Any accrued paid time off and vacation time must be used before using unpaid time. If a husband and wife are both employed at Augustana, the total maximum leave under law is 12 weeks. In all cases, all forms of employee leave, whether paid or unpaid, will run concurrently with FMLA.
How and When to Request Leave
Employees requiring time off from work for one of the reasons identified above must notify Augustana College of the need for leave by completing a Request for Family/Medical Leave form, available from the Office of Human Resources. This request must be made 30 days in advance of the leave when the need for leave is foreseeable. If the need for leave is not foreseeable, leave must be requested as soon as is practical. Failure to give advance notice might result in the request being denied until the 30-day notice period is met when applicable. When possible, employees should give notice of the need for leave in writing.
Intermittent and Reduced Schedule Leave
Leave may be taken intermittently and in one-hour increments as deemed necessary. Depending on the circumstance, a reduced schedule may be created to accommodate the leave needs of an employee. Employees are required to record intermittent leave taken and report it each pay period. If leave is unpaid, the college will reduce the employee’s pay to reflect the amount of time actually worked. In addition, employees on an intermittent or reduced leave schedule may be temporarily transferred to an available alternative position that better accommodates the need for leave and which has equivalent pay and benefits.