Family & Medical Leave Entitlements – Employee, Supervisor and HR Responsibilities
Please Note: Due to SEBAC 2017 Family and Medical Leave changes please see the box on the right on how to apply for Family & Medical Leave Entitlements.
Employees are required to apply for long-term leaves of absence through CORE-CT at the UCONN employee self-service portal located at http://ess.uconn.edu/. Leave requests that must be submitted via CORE-CT include:
Voluntary Schedule Reduction
Military Leaves of Absence
Leaves of absence are specified by Federal Law, State of CT statute, University policy, collective bargaining contract, or a combination thereof, so it is important for you to understand the differences. After reviewing this information, please contact the HR Service Desk for guidance at 860-486-3034. The customer service representative will ask a few questions to determine which Leave coordinator you’ll need to speak with to support you with your leave.
The following provides general information about your eligibility for a Family Medical Leave, your responsibilities for initiating a leave, along with those of your supervisor and the Human Resources Leave Administrator.
Employees in the groups listed below are eligible for a Family Medical Leave.
Represented by UConn Bargaining Units:
University of Connecticut Professional Employees Association (UCPEA)
American Association of University Professors (AAUP)
Represented by Statewide Bargaining Units:
Maintenance and Service Unit (CEUI) (NP-2)
Administrative Clerical Unit (AFSCME) (NP-3)
Police and Fire (NP-5)
Social and Human Services Unit (AFSCME) (P-2)
Managerial and Confidential
Law School Faculty
Employee is Responsible for Submitting:
– Leave Request Form to HR
– Intent to Return to Work Form to HR
– Medical Cert. or Military Cert. or Proof of Placement to HR
– Fitness for Duty Cert (prior to returning to work)
– Expected Schedule (Full-Time/Reduced) to Supervisor
Supervisor is Responsible for:
– Providing a General Overview of FMLA to Employee
– Notifying Leave Administrator if Employee Cannot Contact HR
– Ensuring Employee Knows Procedures for Call Out FMLA
– Accurate Time Record Keeping for Employee on Leave
– Notifying Leave Administrator if employee use of FMLA is not within defined parameters of approved leave
– Ensuring Employee has Return to Work Clearance from MD