Family and Medical Leave (FML)
The CSU provides Family Medical Leave (FML) to eligible employees in accordance with Federal Family Medical Leave Act (FMLA), the California Family Rights Act (CFRA) and Collective Bargaining Unit Agreements. FMLA and CFRA leave entitlements in most cases run concurrently.
Upon completion of FML, you are entitled to return to the same position or another position with equivalent benefits, pay and conditions of employment.
You are also entitled to retain any health insurance benefits during time away from work due to FML.
You may be eligible for the CSU FML if you have been employed by the California State University or State of California for at least one academic year or 12 months (not necessarily continuously) preceding the leave and your leave is for any of the following reasons:
- The birth of a child and to care for the newborn within one year of birth;
- The placement of a child with employee for adoption or foster care and to care for the newly placed child within one year of placement;
- To care for the employee’s spouse, registered domestic partner, child or parent who has a serious health condition;
- For the employee’s own serious health condition that makes the employee unable to perform the essential functions of his or her job; or
- Qualifying Military Exigency Leave (MEL) arising out of the fact that the employee’s spouse, domestic partner, son, daughter, or parent is a member of any branch of the military, including the National Guard or Reserves, and is deployed or called to “covered active duty” in a foreign country; and/or
- Military Caregiver Leave (MCL) to care for a covered service member who sustains a serious injury or illness in the line of duty while on active duty in the United States Armed Forces. (Eligible employees may take up to 26-weeks of leave).
FML is a leave without pay; however, this unpaid leave of absence runs concurrently with other paid leaves. Employees must exhaust their accumulated sick leave, accumulated vacation leave, personal holiday and CTO prior to beginning unpaid leave. Use of leave credits is charged against the FML entitlement. Sick leave to care for a family member may be used if mutually agreed upon by the employee and the appropriate administrator. Refer to the appropriate collective bargaining unit agreement (CBA) as use of sick leave to care for family members may differ.
Faculty – for more information regarding Personal and Professional Leave Without Pay please contact Faculty Affairs and Professional Development Office at email@example.com or by phone at 415-338-2204 or visit their website at: http://facaffairs.sfsu.edu/forms-and-applications
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