Print Notice<\/a><\/p>\n In general, to be eligible for FMLA, an employee must have worked for Northern Arizona University (NAU) for at least 12 months, have worked at least 1,250 hours in the 12 months preceding the leave, and worked at a site with at least 50 employees within 75 miles.\u00a0 For eligible employees, FMLA provides up to 12 weeks of unpaid and protected time away from work.<\/p>\n Under the FMLA, eligible employees have the right of up to 12 weeks of unpaid leave in a 12-month period calculated as a \u201crolling\u201d 12-month period measured backward from the date of any FMLA leave usage.<\/p>\n FMLA is an unpaid leave.\u00a0 NAU\u2019s policy requires you to substitute accumulated paid time off (sick, vacation or paid parental leave) for any part of the 12-week Family Medical Leave of Absence period. If you are a non-exempt employee, you may also use accumulated compensatory time balances. If you do not meet the requirements for taking paid leave or exhaust your accrued paid time off, you remain entitled to take unpaid FMLA leave. Both paid and unpaid leave count against your total FMLA entitlement.<\/p>\n Your health benefits must be maintained during any period of unpaid leave under the same conditions as if you continued to work, provided you pay the associated premiums. You may pay your premiums in the following manor:<\/p>\n If payment is not made timely, your benefits may be cancelled, provided we notify you in writing at least 15 days before the date that your health coverage will lapse, or at our option, we may pay your share of the premiums during FMLA leave and recover these payments from you upon your return to work.<\/p>\n You must be reinstated to the same or an equivalent job with the same pay, benefits, and terms and conditions of employment on your return from FMLA-protected leave. If your leave extends beyond the end of your FMLA entitlement, you do not have return rights under FMLA.<\/p>\n If you have a medical or psychological condition that affects your ability to perform the essential functions of your job, you may be eligible for reasonable accommodations \u2013 including approved time off.\u00a0 To learn more or request accommodation, contact the Disability Resources Office at (928) 523-8773.<\/p>\n You’re responsible for reviewing all materials related to your leave \u2014 including policies, emails, and documents. If anything is unclear, please reach out to your benefit advisor with questions.<\/p>\n There may be times when you are not at work and Human Resources and\\or your department will need to contact you.\u00a0 You are required to provide up to date contact information (email, phone number and address) to both Human Resources and your department.\u00a0 You are also required to respond to any inquiries from Human Resources and\\or your department while on leave.<\/p>\n You need to keep both your supervisor and Human Resources current on the details of your leave.\u00a0 In particular, you are responsible for communicating to with both<\/u> your supervisor and Human Resources when you will be at work and when you will not be at work<\/strong>.\u00a0 You should follow all of your department\u2019s normal call-in procedures for any unexpected absences.<\/p>\n You are required to provide the requested medical information to support your leave request within the deadlines communicated.\u00a0 If you need additional time you should contact your leave advisor.<\/p>\n FMLA is an unpaid leave. You are required to report all time away from work timely and correctly. You are required to use all paid time off (paid parental leave, sick, vacation, and comp time) available to you before reporting any time as leave without pay.\u00a0 You will need to submit a time sheet for any pay period in which you have time away from work during your leave.\u00a0 If you cannot submit a time sheet your supervisor may submit it for you.<\/p>\n After you are on an approved leave you may find out you need more leave than what was initial approved.<\/p>\n If your leave is for your own illness, you will be required to provide a return-to-work authorization from your attending physician prior to returning to work that includes any restrictions or accommodations needed to perform the essential functions of your job. If such authorization is not received, your return to work may be delayed.\u00a0 The return-to-work authorization must include any restrictions.<\/p>\n Contact the Benefits Team at nauhrbenefits@nau.edu or call (928) 523-2223.<\/p>\n\n Faculty & Appointed Staff <\/strong><\/p>\n Classified Staff <\/strong><\/p>\n \n \n <\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" Family Medical Leave (FMLA) Rights & Responsibilities Notice Print Notice In general, to be eligible for FMLA, an employee must have worked for Northern Arizona University (NAU) for at least 12 months, have worked at least 1,250 hours in the 12 months preceding the leave, and worked at a site with at least 50 employees […]<\/p>\n","protected":false},"author":619,"featured_media":19691,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","ring_central_script_selection":"","footnotes":""},"class_list":["post-19965","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/pages\/19965","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/users\/619"}],"replies":[{"embeddable":true,"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/comments?post=19965"}],"version-history":[{"count":0,"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/pages\/19965\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/media\/19691"}],"wp:attachment":[{"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/media?parent=19965"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\nDuration<\/h4>\n
\nUse of paid time off<\/h4>\n
\nHealth benefits<\/h4>\n
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\nReinstatement<\/h4>\n
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\nAccommodations<\/h4>\n
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Stay in contact<\/h4>\n
\nMedical documentation<\/h4>\n
\nReporting time away from work<\/h4>\n
\nAdditional Leave<\/h4>\n
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\nReturning to work<\/h4>\n
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Still have questions??<\/strong><\/h4>\n
Your Benefits Advisor<\/h3>\n <\/div>\n
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\nResources<\/h3>\n <\/div>\n
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\nSupervisor Resources<\/h3>\n <\/div>\n
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