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Family and Medical Leave


The federal Family and Medical Leave Act (FMLA) is intended to balance the demands of the workplace with the needs of families by allowing leave for certain qualifying reasons. The law provides up to 12 weeks of job-protected unpaid leave for eligible employees in any 12-month period, which Indiana University defines as the calendar year. The university voluntarily applies the FMLA provisions to same sex domestic partners as qualified by the university's Affidavit of Domestic Partnership.

Employees have the right to a prompt investigation and response to a question or problem concerning the application of the law and the university's policy or procedures. If a department does not satisfactorily resolve the employee's concerns, he or she may take the inquiry or problem to Human Resources Administration for immediate attention and response within two weeks.

Resources

FMLA - A Practical Guide for Supervisors
Policy for Staff Employees
Procedures for Handling FMLA Requests and Absences
Managing Intermittent FMLA
Policy for Academic Employees
DOL Poster for FMLA

FMLA Forms

Form 1 - Leave Notice of Designation, Request, & Approval
Form 2E - Medical Certification for Employee
Form 2F - Medical Certification for Family
Form 3 - Intent to Return & Fitness for Duty/Medical Release
FMLA Tracking Sheet
Certification of Qualifying Exigency for Military Family Leave
Certification for Serious Injury or Illness of Covered Servicemember

Other FMLA Resources

Supervisor Checklist
Employee Checklist
Serious Health Conditions Fact Sheet and Definitions
Comparing FMLA and Discretionary LOA
Comparing FMLA, ADA, and Worker's Compensation

FMLA Compliance Training

This classroom workshop provides an overview of the Family and Medical Leave Act as well as the procedures for handling FMLA.

Advanced FMLA

This workshop presents a refresher of the overview workshop, but with more focus on the procedures.  Attendees also explore the application of the law as well as practical tips for monitoring and handling suspected abuse of intermittent FMLA.