All ASU employees, including faculty, academic professionals, administrators, service professionals and classified staff may be eligible for family leave. The policies relative to Family Leave can be referenced in SPP 705-02 and ACD 702-03.

FREQUENTLY ASKED QUESTIONS
Who is eligible?
All ASU employees who have been employed at ASU for at least 12 months and worked at least 1250 hours during the previous 12 months can request leave for:

• a serious health condition
  See Certification of Health Care Provider form
  (Page 3 defines serious condition),
• the birth, adoption or placement of a child, or
• the need to care for a family member with a serious health condition.

How often can an employee take Family Leave?
In any one 12-month period, an employee can apply for up to 12 working weeks of family leave. The above criteria must be met for each 12-month period. A 12-month period is based on the anniversary of the employee's hire date.

Can family leave be designated if an employee does not request a leave?
Yes. The supervisor can conditionally approve family leave if an employee has met the eligibility requirements. The approval is contingent upon submittal of medical documentation within 15 days of the supervisor's response.

How does an eligible employee use Family Leave?
Accrued paid leave is used concurrently with the Family Leave. Family Leave is unpaid leave.

How is an employee notified?
Use of family leave does not begin until a formal response to the employee's request or a notification to the employee designating the leave as Family Leave has been given.

What medical documentation is required?
Certification from a physician or qualified health care provider is required for leaves resulting from an employee's serious health condition or the serious health condition of the employee's spouse, child or parent.
Refer to the Certification of Health Care Provider.

What are the employee's responsibilities in requesting leave?
The employee must submit a request for family leave and other appropriate leaves to his or her supervisor or department chair. However, if the employee does not specifically request family leave, the supervisor must designate family leave if the basis for the leave fits the parameters of the policy (such as health condition or family care).

What happens to the employee's insurance benefits?
If an employee uses accrued sick and/or vacation leave (paid leave), premium deductions will continue to be taken from the employee's paycheck. When an employee is in a non-pay status (leave without pay), the Benefits office will bill the employee for those premiums or arrange payment when the employee returns from leave. The rates will remain the same as the employee's payroll deduction amount. This includes payroll deductions for a Flexible Spending Account.

NOTE: Under certain circumstances, the University is entitled to recover its share of insurance premiums for maintaining health coverage during the period of family leave if the employee fails to return to work (or returns but fails to remain 30 calendar days.)

What about the employee's retirement benefits?
If an employee is on paid leave, (using accrued sick leave or vacation leave), the required retirement payments will be deducted and paid. If the employee is in a non-pay status (on a leave without pay) during any part of the family leave, retirement payments will not be made and the employee must contact a Benefits Representative in the HR Service Center at 480.965.2701 when returning to work if the employee would like to arrange for the purchase of Arizona State Retirement System service credit. Purchase of service credit is not mandatory.

What about the employee's job and status of other benefits?
Under the family leave act and ASU policy, an employee will be restored to the same or an equivalent position when he or she returns from leave. The employee cannot lose any benefits that he or she had before taking family leave. These benefits include the employee's group insurance, any accrued vacation or sick leave, compensatory time balances, tuition waiver, retirement and other benefits. If a salary adjustment occurs and the employee is in in-pay status, he or she will receive that pay increase upon its effective date. If the employee is in a non-pay status, then he or she would receive the pay increase when returning to work and in-pay status.

What is the relationship between Family Leave and short- and long-term disability?
Family Leave gives employees time off for conditions as described in the policy. The application and eligibility for short- and long-term disability are independent and separate from the provisions of Family Leave.

The contents of this HR Advisor page is not intended to create a contract, either expressed or implied, between Arizona State University and its employees for either employment or any benefit or agreement. While the HR Advisor makes every effort to present accurate and reliable information, it does not establish or modify policies or procedures of your department, Arizona State University or the Board of Regents.