FEDERAL (FMLA) and WISCONSIN (WFMLA)
FAMILY AND MEDICAL LEAVE ACTS
The Federal Family and Medical Leave Act (FMLA) and the Wisconsin Family and Medical Leave Act (WFMLA) provide you with the right to take job-protected leave with continued medical benefits when you need time off from work to care for yourself or a family member who is seriously ill, to care for a newborn or newly adopted child or to attend to the affairs of a family member who is called to active duty in the military.
As a University of Wisconsin employee, you may be governed by more generous leave rules through University Policy Guidelines, State Administrative Code, or applicable collective bargaining agreement. Leave taken for FMLA-eligible reasons, must run concurrently under FMLA, WFMLA and other leave available to university employees. Thus, the leave available under the various provisions is exhausted simultaneously. FMLA is calculated and granted per calenender year, January 1 - December 31.
WFMLA: You are allowed up to ten workweeks per year of unpaid job-protected leave with continued medical benefits as follows:
FMLA: You are allowed up to 12 workweeks per year of unpaid job-protected leave with continued medical benefits for any combination of following reasons:
LACTATION ROOM LOCATION & ACCESS: The lactation room is located in Hyland Hall, Room 1006, It provides private space where lactatig mothers are welcome to pump or nurse.
SERIOUS HEALTH CONDITION:
A serious health condition is defined as a disabling illness, injury or impairment or a physical or mental condition involving inpatient care or continuing treatment or supervision by a health care provider. The condition may cause episodic periods of incapacity, such as chemotherapy treatment requiring several days at a time off work or periodic bouts with a chronic condition such as asthma that makes you unable to perform your job duties.
ADVANCE NOTICE AND MEDICAL CERTIFICATION:
The employee may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met. The employee ordinarily must provide 30 days advance notice when the leave is "foreseeable." An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work.
JOB PROTECTION AND BENEFITS:
Under both acts, your employer will return you to the same position or an equivalent position after the end of the leave with no loss in pay, benefits, or other terms and conditions of employment. Exception: If you were hired for a specific term or project and the employment term or project ended prior to leave expiring, you have no re-employment rights.
Under both acts, your employer must maintain your group health coverage under the same conditions as existed prior to the leave. You must continue to pay the employee's share, if any, of the health insurance premium. If you do not return from leave, or terminate your employment within 30 days of returning, your employer may recover the health insurance premiums paid during the leave.
For more information, please contact Human Resources & Diversity, Hyer Hall 330, or call (262) 472-1024.