Going on medical leave?
If you become injured or ill and cannot work, you may need to take a medical leave of absence.
Medical leave is unpaid, but you may be eligible for disability benefits for some or all of your medical leave. You may also be able to use accrued vacation or sick time as a substitute for, or in conjunction with, disability benefits. The Federal Family and Medical Leave Act and the Oregon Family Leave Act (FMLA/OFLA) protect your job while you’re on medical leave provided you meet eligibility requirements.
Schedule an Appointment
The basics of each leave are outlined below, however, since these laws are complex, it is required that an employee make an appointment with Human Resources (email@example.com) to discuss eligibility, obligations, and to receive the appropriate forms to request either FMLA or OFLA leave. The Human Resources Office will determine whether the employee's leave of absence should be designated as qualifying for FMLA or OFLA. Eligible Faculty who may need to take medical or family leave should check their faculty handbook and contact their respective Dean to discuss the process.
Family Medical Leave Act & Oregon Family Leave Act (FMLA/OFLA)
To be eligible for FMLA, an employee must have been employed at least 12 months and has worked at least 1,250 hours during the previous 12-month period may be entitled to up to 12 weeks (unpaid) in any 12-month period beginning with the first date the employee must take leave.
To be eligible for OFLA, an employee must have been employed with the University for at least 180 days and worked an average of 25 hours per week during the 180 days. The 25-hour limit does not apply for leave for birth, adoption, or foster placement of a child under age 18. The maximum amount of leave an employee may use at any one time is determined by the 12-month period beginning the first day the employee takes leave.
FMLA/OFLA leave can be used for the following purposes:
- A serious health condition of the employee
- A serious health condition of a family member
- Birth, adoption, or foster placement of a child under the age of 18
- Illness or injury of a child necessitating home care, other than a serious health condition
Serious Health Condition: A condition that requires inpatient care or that poses an imminent danger of death in the near future or that requires constant care. An employee who is unsure whether a medical condition qualifies for family leave should contact the Human Resources Office for further Information.
Family Members: For purposes of family leave, "family members" consist of a child (biological, step, adopted, or foster) under the age of 18 or adult child substantially limited by a physical or mental impairment, spouse, parent, parent-in-law, or person acting "in loco parentis" (such as guardian or another relative caring for a child).
FMLA/OFLA is unpaid leave, and an employee must use available accrued sick leave and vacation during the unpaid portion of the leave. No vacation, sick time, or other accruals based on time-worked will accrue or be counted during the unpaid portion of the leave.
An employee on family leave may continue group medical benefits at same cost as if actively working during any period of family leave at the employee's expense up to a maximum of 12 weeks, by making arrangements through the Human Resource Office.
At the end of the FMLA/OFLA leave, an employee will be re-instated to his/her former position or to an equivalent position with equivalent benefits, pay and other terms /conditions of employment.
For more information, please see the University's policies, the disability section, and make an appointment with Human Resources (firstname.lastname@example.org) to discuss eligibility, obligations, and to receive the appropriate forms. Also, please see the FMLA Employee Guide: