7.8 Family Medical Leave Act
Piedmont University is committed to compliance with the Family and Medical Leave Act of 1993 (the "FMLA"). If there is a need for, or has been, an absence of 3 or more days (these DO NOT have to be consecutive absences) related to the reasons listed in the “Qualifying Reasons” section below, Human Resources must be notified by the employee and/or their supervisor.
At the time of the request, Human Resources will provide the employee with additional information, including eligibility requirements related to the FMLA.
QUALIFYING REASONS:
Basic Leave Entitlement:
An eligible employee is entitled to take up to 12 weeks of job-protected Family Medical Leave, either continuously or intermittently, for the following reasons:
- Because they are unable to perform their job due to pregnancy, prenatal medical care, or childbirth.
- To care for the employee's child after birth, or placement for adoption or foster care.
- To care for the employee's spouse, son, daughter, or parent, who has a serious health condition.
- For a serious health condition that makes the employee unable to perform the employee's job.
Military Family Leave Entitlements:
Eligible employees whose spouse, son, daughter, or parent is on covered active duty or call to covered active-duty status may use their 12-week leave entitlement to address certain "qualifying exigencies." Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. A covered servicemember is:
- a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness; or
- a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FML to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.