For these employees there is no need for any action to be taken, until the time already approved has ended, or additional FMLA is requested.įor questions regarding this change, contact UFHR Central Leave at 392-2477 or visit the website at and see the FAQ’s. The employee is entitled at the time of this request to 4 weeks of FMLA (12-week entitlement minus the 8 weeks already taken), with an additional 4 weeks becoming available in May 2020 and another 4 weeks becoming available in June 2020.Įmployees that are currently on an approved FMLA leave during the current Fiscal Year (prior to January 2020) will continue to be in a certified and approved status through the end of the identified FMLA period. Looking backward to March 1, 2019, the employee used 4 weeks of FMLA in April 2019, and 4 weeks in May 2019 for a total of 8 weeks over that 12-month period. The United States Office of Management and Budget announced that, by April 2020, the DOL will solicit comments on ways to improve its regulations under the FMLA to: (a) better protect and suit the needs of workers and (b) reduce administrative and compliance burdens on employers. Example 2: An employee requests to begin FMLA leave on March 1, 2020.Therefore, the employee has a balance of 12 weeks FMLA leave that can be utilized for a qualifying event.
Looking backward to March 1, 2019, the employee has used no FMLA leave during the 12-month period.
Example 1: An employee requests to begin FMLA leave on March 1, 2020.New Method: Beginning January 1, 2020, the University of Florida’s method for calculating the 12-month period will change to a “rolling” 12-month period measured backward from the date of an employee’s first use of FMLA leave for a given qualifying event. Using this method, an eligible employee is entitled to 12-weeks of FMLA at the beginning of each fiscal year (July 1 st). Please note that employees covered by a Collective Bargaining Agreement (CBA) containing FMLA-measurement language will continue to follow the respective negotiated CBA terms.Ĭurrent method: The University of Florida currently uses the fiscal year (July 1 st thru June 30 th) as the 12-month period for calculating an eligible employee’s 12-week FMLA entitlement.
This announcement fulfills the requirement to provide 60-days’ notice of the change to all employees.ĭuring the 60-day transition period, any employee who takes FMLA between now and Decemwill do so under whichever 12-month period is of the greatest benefit to that employee. In addition, this change will better balance the continuity of businesses operations and ease of administration. This method will ensure that all UF employees have access to the FMLA entitlement, provide employees with greater transparency into the process and a more efficient service delivery model. Effective January 1, 2020, the University of Florida will begin calculating an employee’s entitlement to a “rolling” 12-month period, measured backward from the date of an employee’s first use of FMLA leave for a given qualifying event. The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 workweeks of unpaid, job-protected leave for specified family and medical reasons leave within a 12-month period.
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