Administrative Policies

University Policy Number 2215

Subject: Family Medical Leave

Responsible Parties: Human Resources & Payroll and all University Departments and Activities

Procedures: None

Related University Policies: N/A

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I. SCOPE

This policy applies to all faculty, classified and non-student wage employees employed by the State and by George Mason University at all locations.

II. POLICY STATEMENT

It is the policy of George Mason University to provide unpaid family and medical leave according to the Family Medical Leave Act of 1993 (FMLA). All employees who have worked for a covered employer for a total of 12 months or a minimum of 1250 hours the previous year are eligible.

Employees who are eligible have the right to substitute paid leave (annual, compensatory, overtime or sick) for unpaid leave for a period of up to 12 weeks in a calendar year for one of the following reasons:

· Birth or adoption of a child

· To care for a seriously ill immediate family member (parent, child, spouse)

· For the employee’s own serious illness

Human Resources must receive written certification by the primary treating physician before family and medical leave is granted. It is the employee’s responsibility to provide re-certification every four weeks of the need to continue FMLA. This leave may not be used for short-term conditions and minor illnesses. An employer must continue to provide group health plan coverage during FMLA leave under the same terms offered to employees not on leave. (The employer may require an employee to make payments for group health plan coverage which the employee had paid prior to taking FMLA leave, subject to any change in the rate that may occur during FMLA leave).

The FMLA allows employees to take leave intermittently (for a few days or even a few hours) or on a reduced schedule (a reduction of working hours per work week or work day). The employee will be reinstated in the same or an equivalent job with the same pay, benefits, terms, and conditions of employment upon return from leave.

III. RESPONSIBILITIES

A. The Assistant Vice President and Chief Human Resources Officer

Administers, coordinates and monitors the family and medical leave program.

B. Payroll Director

Develops and administers reporting and tracking procedures consistent with University policy.

IV. EFFECTIVE DATE AND APPROVAL

This policy is effective June 10, 2004. This policy shall be reviewed and revised, if necessary, annually to become effective at the beginning of the University’s fiscal year, unless otherwise noted.

Approved:

_______________________
Maurice W. Scherrens
Senior Vice President

________________________
Peter N. Stearns
Provost

Date approved: June 19, 2004