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The Family and Medical Leave Act FAQ's

  1. Can SVSU designate time off as FMLA leave without an employee request for FMLA?
  2. Does workers' compensation leave count against an employee's FMLA leave entitlement?
  3. What information will SVSU provide to an employee going on FMLA leave?
  4. What steps must I take when I come back to work?
  5. Can I keep my SVSU insurance coverage while I am out on leave?
  6. Do employees earn sick/vacation accruals when they are on FMLA qualifying leave?
  7. Who do I contact regarding FMLA questions?

Q1. Can SVSU designate time off as FMLA leave without an employee request for FMLA?

SVSU strongly encourages all employees to apply for FMLA leave pursuant to designated procedures. Timely application for FMLA leave ensures that eligible employees receive the protections guaranteed to employees under the Act. However, due to the employer duties set forth in the FMLA, there may be circumstances that SVSU will designate time off as FMLA leave without an employee request. SVSU will notify an employee of the applicability of the FMLA by sending an Employer Response to Employee Request for FMLA form to the employee.

Q2. Does workers' compensation leave count against an employee's FMLA leave entitlement?

It can. FMLA leave and workers' compensation leave can run together, provided the reason for the absence is due to a qualifying serious illness or injury.

Q3. What information will SVSU provide to an employee going on FMLA leave?

Once SVSU is aware the leave is being taken for a FMLA-qualifying reason, the Human Resources Office will notify the employee that the leave will be designated as FMLA leave. The Response to Employee Request for Family or Medical Leave is to be used to confirm the FMLA leave; and to explain the specific expectations and obligations of the employee; and to explain any consequence of failure to meet these obligations.

Q4. What steps must I take when I come back to work?

If an employee plans to return on a date other than the date specified in the original request for leave, he/she must notify his/her supervisor and Human Resources as soon as the change of circumstances become known. The employee must provide reasonable notice. A certification of your fitness for duty by a physician will be required where the leave has been because of an employee's own serious medical health condition.

Q5. Can I keep my SVSU insurance coverage while I am out on leave?

Yes. As long as you are on paid leave, your payroll deduction will continue. If you go on unpaid leave, you will need to submit payment for your share of the monthly premiums. Contact the Human Resources Office for details.

Q6. Do employees earn sick/vacation accruals when they are on FMLA qualifying leaves?

Employees only earn sick and vacation accruals when they are on a paid leave.

Q7. Who do I contact regarding FMLA questions?

Human Resources Office:

Jeanette O’Boyle – Benefits Manager (989) 964-7100