Family Medical Leave / Oregon Family Leave / Discretionary Leave
The University recognizes there are times when you may require extended or intermittent absences from work to care for yourself, your children or other family members. Certain reasons for absence will qualify for job protection and benefit continuation under federal and state family and medical leave laws. Even though these legal leaves are an unpaid benefit, you may be eligible to access your sick, vacation and other accruals to continue your pay. In addition, you may be able to request hardship donations if you are an SEIU member or have an unearned sick leave advance if you are an eligible unclassified employee. Even if you run out of sick or vacation pay, University paid health and life insurance coverage can continue in some cases.
The links below explain the federal and state family and medical leave benefits available and how they apply at PSU. The federal law is called the Federal Family and Medical Leave Act or FMLA. The state law is referred to as the Oregon Family Leave Act or OFLA.
FMLA/OFLA Leaves Here are three links that provide more detailed information about the different types of FMLA or OFLA leaves. It is imperative that you read these notices to be sure you understand your responsibilities and your legal rights regarding these leaves.
1. FMLA and OFLA Leave for Your Serious Health Condition, the Serious Health Condition of Your Family Member, Parental Leave and OFLA Sick Child Leave. Learn if you are eligible, if your leave reason qualifies, and how long the leave can last. If your leave reason is to care for a serious health condition of a family member, this document will list which family members are eligible under the state law and under the federal law. It explains what happens to your job and your insurance coverage and how to apply.
2. FMLA Military Caregiver Leave This leave allows an eligible employee to take up to 26 weeks to care for a covered servicemember who is undergoing medical treatment or recuperation. Learn if you are eligible, how much leave time is available, what the Military Caregiver Leave covers and who qualifies as a covered servicemember. This document explains what happens to your job and your insurance coverage and how to apply.
3. FMLA Qualifying Exigency Leave This leave allow eligible employees with a family member on active duty or called to active duty in the National Guard or Reserves in support of a contingency operation to use their 12-week entitlement for certain qualifying exigencies, such as attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and more. This document details what a qualifying exigency is and who is eligible. It explains what happens to your job and your insurance coverage and how to apply.
4. Bereavement Leave (OFLA Leave Only) OFLA provides two weeks of leave to any eligible employee to deal with the death of a qualifying family member.
The University supports providing time off to employees in the event of a death in the immediate family. "Immediate family" includes the parent, wife, husband, child, domestic partner, brother, sister, grandmother, grandfather, grandchild, son-in-law, daughter-in-law, or another member of the immediate household. If necessary, an employee may request to use additional earned leave credits or if earned leave credits are not available, leave without pay subject to supervisory approval, at the time of death of an immediate family member.
Classified employees are eligible for a maximum of four (4) days paid bereavement leave arising from the death in the immediate family of the employee or the employee's spouse or domestic partner. Additional leave, other than sick leave, may be granted to provide additional time to a classified employee for bereavement purposes. Unclassified employees are eligible to use earned sick leave credits for a period of absence that requires the employee's attendance upon the death of an immediate family member.
5. Victims of Domestic Violence, Harassment, Sexual Assault or Stalking (DVHSAS) provides for any reasonable safety accommodation requested by an employee, or by the minor child or dependent who is a victim of domestic violence, harassment, sexual assault or stalking. The law provides protected leave to seek legal or law enforcement assistance, medical treatment, to obtain counseling, to relocate or take other steps to ensure health and safety. You may apply for this leave on the FMLA/OFLA Request form.
How to Apply
To apply for one of these leaves please submit the FMLA/OFLA Leave Request form at least 30 days before your leave begins unless it is an emergency situation.
Next, you must submit one of the four applicable certification forms from the list below as soon as possible after you submit the Request.
We understand that all this information is complicated and often difficult to understand. Please do not hesitate to contact our Senior Leaves Administrator, Karen Kraus, at 503-725-9686.
2015 FMLA/OFLA Leave Tracking Form (Only use this link if your leave started 1/1/15 or later. If your leave started 12/31/14 or prior, you will need to complete the paper tracking form which was emailed to you)
All employees should submit the FMLA hour tracking time sheet when they report their time to Payroll each month either on the timesheet or leave roster.
SEIU Hardship Leave Request (Classified employees only)
You may be eligible for hardship donations through the SEIU membership.
PEBB Benefit Matrix (Benefits While on Leave)
Collective Bargaining Agreements can be accessed here.