EMPLOYEE HANDBOOK

period of disability. The period of disability is generally defined to be four weeks prior to the anticipated due date (pregnancy), six weeks following childbirth. A disability period extended pass the six weeks; needs a doctors’ cert ification notice addressed or faxed to the Human Resources Department’s attention. Once sick leave is exhausted other accruals can be used. Detailed medical documentation may be required for disability before and after the six weeks period. FMLA Child Care Leave may be charged to appropriate leave credits at the employee's option (not sick leave). Maternity leave may be followed by child care leave without pay at the employee's request. An employee is entitled to a leave without pay of up to seven months from the date of delivery. Leaves without pay beyond that point are at the discretion of the department and/or University. Child care leave is available to either parent. Where both are State employees, they may elect to split the seven-month leave into two separate blocks with each parent taking one block of leave, not to exceed a combined total of seven months of leave on a mandatory basis. Other arrangements, such as concurrent leaves, are at the University's discretion. Child care leave is also available to adoptive parents in connection with the placement and adoption of a child. For more information refer to your bargaining unit contract located in the Human Resources/Affirmative Action Office. 7. Jury Duty Employees who are required to serve on a jury will receive their full salary during their absence, after providing appropriate documentation that such service was met. 8. Family and Medical Leave Act (FMLA) of 1993 The Family and Medical Leave Act (FMLA) of 1993 entitles eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12 month period (defined by the State as the typical calendar year) for the following reasons:  to care for a newborn child or a child that has been placed with the employee for adoption or foster care;  to care for a seriously ill spouse, child or parent; or  because the employee is unable to perform the functions of his or her position due to a serious health condition.

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