WSU and the FMLA
In compliance with the Family and Medical Leave Act (FMLA) of 1993, Wayne State University provides eligible employees with up to 12 weeks of job and benefit protected leave during a 12-month period for certain family and medical reasons. The leave may be paid, unpaid, or a combination of paid and unpaid, depending on the circumstances and as specified by university policy. The 12-month period is defined by the university as a rolling calendar year, measured backward from the start date of the requested leave.
Eligibility
Employees are eligible if they have worked for WSU:
Notice and Medical Certification
When the need is foreseeable, you must submit a written request to your immediate supervisor or the Employment Service Center at least thirty (30) days prior to your taking leave, or as soon as it is feasible. In cases of emergency, you or your representative should contact your supervisor within one or two days of learning of the need for a leave.
The University may require you to provide medical certification to support a request for leave due to your own serious health condition or the serious health condition of a family member.
Use of Accrued Illness, Vacation and Personal Time
If you are taking leave because of your own serious health condition (including pregnancy), you must exhaust any accrued illness and vacation banks as paid FMLA before being eligible for unpaid FMLA time off. If you are taking leave to care for your newborn child, for the adoption or foster care of a child, or to care for a seriously ill spouse, child or parent, you must use all accrued vacation and personal time as paid FMLA before being eligible for unpaid FMLA time off. In all cases, FMLA will be charged from your last day of work.
Employee Benefits during an FMLA Leave
You may continue medical and dental benefits under the same conditions and at the same cost as if you had continued to work. If you wish to retain your medical and/or dental coverage during an FMLA leave, contact benefits administration at (313) 577-3717. If you decided not to maintain your benefits while on leave, your benefits will be reinstated upon your return at the same levels and under the same terms and conditions as existed prior to the leave.
If you do not return to work following an FMLA leave for a reason other than: (1) the continuation, reoccurrence, or onset of a serious health condition or (2) other circumstances beyond your control, you will be required to reimburse the University the amount it contributed towards your health insurance during the leave.
Return to Work
You will be reinstated at the same or an equivalent position with the same pay, benefits and terms & conditions of employment on your return from leave.
Spouses Employed by the Same Employer
Spouses employed by the same employer are jointly allowed to a combined total of 12 weeks of family leave for the birth and care of the newborn child, for placement of a child for adoption or foster care, and to care for a parent who has a serious health condition.