Any employee who is out more than 10 days for a medical reason must apply for a leave of absence. An employee may request a medical leave of absence for his or her own illness, or for the serious illness of an immediate family member.
A medical leave may be eligible for Family and Medical Leave Act protection if an employee meets the requirements below:
- Faculty, A&P, USPS, and OPS employees must be employed for at least twelve (12) months (these need not be consecutive months).
- In addition the employee must have worked at least 1250 hours in the twelve (12) month period immediately preceding the Leave Request.
If the employee meets both of the above requirements the employee is eligible, upon request, for twelve (12) weeks of unpaid Medical Leave under the provisions of the Family and Medical Leave Act (FMLA).
Approved leave over 160 hours under the Family Medical Leave Act extends an employee’s tenure clock. Faculty members interested in adjusting their tenure clock, or who have questions about their tenure clock, should contact Faculty Excellence at 407-823-1113 to discuss any adjustments.
Click here for additional information on the tenure clock.
Click FMLA Frequently Asked Questions for questions regarding the Family Medical Leave Act.
The Medical Leave Request Form must be completed and delivered to the employee’s supervisor for departmental signatures. The completed Certification of Health Care Provider form should be sent directly to Human Resources to maintain confidentiality.
Prior to returning to work, an employee who is out on Medical Leave, due to his/her own injury or illness, must complete and return to his/her supervisor an Intent to Return to Work and Medical Release Form that states that s/he is able to return to work. The employee’s physician must complete the Medical Release Section of the Form. The Medical Release may be sent via Human Resources if it contains any personal information.
In addition to a full Medical Leave of Absence, Medical Leave may be granted as follows:
An Intermittent Medical Leave of Absence :
The employee is working and may take time off intermittently for specific medical reasons confirmed by a health care worker. The employee may take time off periodically for one or more hours, or for up to ten (10) days. They must submit a Leave and Pay Exceptions Report (LAPER) to document the usage of accrued Sick Leave, Annual Leave, Compensatory Leave, and/or Leave Without Pay when s/he is not at work. It is the department’s responsibility to track the hours via the FMLA Log here. FMLA hours used cannot be made up and must be recorded and deducted from entitlement.
A Reduced Work Schedule Medical Leave of Absence:
The employee is working less than his/her normal work schedule. The employee’s proposed work schedule must be attached to the leave request form and approved by their department. If a USPS employee is maintaining a reduced work schedule, he/she must submit a Timesheet to document the hours worked, and a Leave and Pay Exceptions Report (LAPER) to document the usage of accrued Sick Leave, Annual Leave, Compensatory Leave, hours granted from the Sick Leave Pool, or Leave Without Pay when s/he is not at work.
If an A&P or Faculty employee is maintaining a reduced work schedule, s/he must submit a Leave and Pay Exceptions Report (LAPER) to document the usage of accrued Sick Leave, Annual Leave, Compensatory Leave, hours granted from the Sick Leave Pool, or Leave Without Pay (LWO) when s/he is not at work.
Forms required for Medical Leave
Medical Leave Request Form
Certification of Health Care Provider for Employee’s Serious Health Condition
Certification of Health Care Provider for Family Member’s Serious Health Condition
Intent to Return to Work and Medical Release Form
For specific information related to Faculty employees, refer to Article 17 of the UFF Collective Bargaining Agreement .
Military Family Caregiver Leave
An employee entitled to leave under the FMLA is entitled to a special leave entitlement that permits the employee to take up to 26 weeks of leave to care for a covered service member during a single 12 month period. A covered servicemember is: (1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or (2) a veteran who is discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee take FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness*
During Military Family Caregiver Leave, the leave is without pay. The leave may be with pay when the employee uses accrued annual or compensatory leave. In accordance to UCF Sick Leave provisions, sick leave may be used when the sick or injured person is a spouse, grandparent, parent, brother, sister , child, or grandchild.
Military Family Qualifying Exigency Leave
Employees who have been employed with the University for one year and have worked 1250 hours in the 12 month period prior to requesting leave who have a spouse, son, daughter, or parent on active duty or call to active duty status in support of the National Guard or Reserves deployed to a foreign country in support of a contingency operation may use their 12 week Family Medical Leave Act entitlement to address certain qualifying exigencies. Qualifying exigencies may include short notice deployment, attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, rest and recuperation, and attending post-deployment reintegration briefings. Also for certain activities related to the care of the military member’s parents, who is incapable of self-care where those activities arise from the military member’s deployment or impending deployment.
During Military Family Leave for a qualifying exigency the leave is without pay. The leave may be with pay when the employee used accrued annual or compensatory leave.