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The Family and Medical Leave Act

The Family and Medical Leave Act of 1993 (FMLA) is a United States federal law requiring covered employers to provide employees with job-protected and unpaid leave for qualified medical and family reasons. The FMLA is intended "to balance the demands of the workplace with the needs of families."  The Act sets national standards for employers when providing leave for such purposes.

The Act allows eligible employees to take up to 12 workweeks of unpaid leave during any 12-month period to attend to the serious health condition of the employee, parent, spouse or child, or for pregnancy or care of a newborn child, or for adoption or foster care of a child.

FMLA Forms:

Please contact the Human Resource Office at (989) 964-4108 to obtain the Family Medical Leave Packet (Certification of Health Care Provider Notice of Eligibility Rights and Responsibilities and Leave Timetable).

For more information about your FMLA rights and responsibilities, please contact the Benefits Specialist at (989) 964-7100 or

The Family and Medical Leave Act FAQ

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.

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.

Once SVSU is aware the leave is being taken for an 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.

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. 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.

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.

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

Human Resources Benefits Specialist: 989-964-7100


Office of Human Resources
Wickes 373
Phone: (989) 964-4108 / Fax: (989) 964-7066

Employment & Hiring
Wickes 373

Wickes 373