HTML Preview Family and Medical Leave Policy Guidelines page number 1.
FML GUIDELINES
Family and Medical Leave Act (FMLA)
California Family Rights Act (CFRA)
Pregnancy Disability Leave Law (PDLL)
Note: For Pregnancy Disability Leaves, consult Sections I and
II.
I. PROCEDURAL GUIDELINES FOR ROUTINE
FML REQUESTS
Step 1: Employee states need for leave for potentially FML-
qualifying reason.
Employee provides enough information for supervisor to determine that leave being
requested is for a reason that may qualify for Family and Medical Leave (FML).
Employee need not mention FML specifically. For example, the following would be
adequate notice Employee is seeking leave for a potentially FML-qualifying reason,
provided this information is obtained directly from Employee or Employee’s
spokesperson:
• Employee is in hospital
• Employee is unable to work because of pregnancy
• Employee needs to care for family member who is under a doctor’s care
Simply calling in “sick” is not enough.
Step 2: Determine whether Employee is eligible for FML.
Employee must have worked for UC (on payroll status) for at least 12 months. The 12
months do not have to be consecutive.
• Time spent on a military leave from UC counts toward the 12 months.
Employee also must have worked at least 1250 actual hours in the 12 months
immediately prior to the beginning date of leave.
• Hours that an employee would have worked but for time spent on military
leave from UC count toward the 1250 hours.
• Exempt employees with appointments of 60% time or greater are
presumed to have worked the 1250 hours if they have met the 12-month
requirement. However, consult HR if such an employee had extended
absences during the previous 12 months.