Under federal Family and Medical Leave Act (FMLA), the California Family Rights Act
(CFRA) and CSU FML policy, employees with at least 12 months of service are eligible
to take unpaid job protected leave for specified family and medical reasons with continuation
of group health insurance coverage.
CSU FML is extended to employees who either become seriously ill, or need to care
for a newborn or a child placed in the home through adoption or foster care, or need
to be away from work to care for an ill family member. Eligible family members include
a child, parent spouse or a registered domestic partner.
Eligible employees are entitled to:
12 workweeks of leave in a 12-month period for:
- The birth of a child and to care for the newborn child within one year of birth;
- The placement with the employee of a child 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.
- A serious health condition that makes the employee unable to perform the essential
functions of his or her job; or
- Any qualifying exigency arising out of the fact that the employee's spouse, domestic
partner, son , daughter, parent or next of kin is a covered military member on "covered
active duty;"
Or
26 workweeks of leave during a single 12-month period:
- To care for a covered service member with a serious injury or illness if the eligible
employee is the service member's spouse, son, daughter, parent, or next of kin (military
caregiver leave).
CSU FML is without pay; however, employees must exhaust their personal holiday and
any accumulated vacation or compensatory time off prior to beginning unpaid leave.
Sick leave credits may be used if mutually agreed upon by the employee and supervisor.
- Leave begins after the employee has requested and is granted FML or after HR Services
notifies the employee that it is designation time off as FML.
- During unpaid FML, CSU continues to pay its normal portion of medical, dental and
vision premiums.
- Employees on FML have the right to return to the same or an equivalent position.
- FML may be taken intermittently or on a reduced-work schedule when medically necessary,
as determined by the health care provider.
For more information on the CSU FML Policy, please contact your HR Analyst.
