FMLA - Family Medical Leave
May 3, 2013: Parking Permit Information: If you use payroll deduction to pay for your parking permit, the monthly deduction from your paycheck will continue during your leave, unless you return your permit to the Business Auxiliary Services Parking office prior to beginning your approved leave. [read more]
October 19, 2012: UTSA Announces Major Business Changes that effect FMLA [announcement]
FMLA requires covered employers to provide up to 12 weeks of unpaid job protected leave to "eligible employees for certain family and medical reasons". The 12 work weeks can be either continuous or intermittent.
Employees are eligible if they have worked a period of 12 months and 1250 hours with their employer during the year preceding the start of the leave. Employees are entitled up to twelve (12) weeks of unpaid job protected leave, which runs concurrent with vacation time, sick leave, short term and long term disability, and worker's compensation.
Reasons to use FMLA
- Birth of the employee's child and care for that child.
- Placement of a child with the employee for adoption or foster care.
- To care for a spouse, child, or parent who has a serious health condition.
- For treatment of a serious health condition that makes the employee unable to perform the functions of his or her job.
- Up to 12 weeks of leave because of "any qualifying exigency".
- Up to 26 weeks of leave in a single 12 month period to care for a service member.
Additional information on the amendments and a version of Title I of the FMLA with the new statutory language incorporated is available on the Department of Labor - FMLA website .
- Key News
- General Guidance
- Fact Sheets
- Applicable Laws, Regulations, Rules, and Histories
Updated: November 08, 2012
PDF files require free Adobe Reader download to view.
FMLA at 210-458-4250
or e-mail to: Annette.Rabago@utsa.edu