Family and Medical Leave (FMLA) and Other Medical Leave
If you anticipate being away from work for more than three consecutive workdays due to your own serious health condition, a family member’s serious health condition, or another qualifying reason, you must notify the Payroll & Benefits Manager and submit a Request for Leave of Absence form through the Office of Human Resources.
This process allows the College to determine whether your absence qualifies for:
- Leave under the Family and Medical Leave Act (FMLA)
- Short‑Term Disability
- Another type of approved or legally protected leave
Early communication with Human Resources helps ensure you receive the appropriate protections, benefits continuation, and support during your leave.
FMLA Policy Information
The College’s Family and Medical Leave Act (FMLA) Policy is provided below and outlines:
- Employee eligibility requirements
- Notice and certification expectations
- Job‑protection provisions
- Benefit continuation during leave
Employees are encouraged to review the policy carefully and contact Human Resources with any questions.
Leave vs. Workplace Accommodations
In some situations, an employee’s medical condition or disability may be addressed through reasonable workplace accommodations, rather than—or in addition to—taking medical leave.
Reasonable accommodations may allow an employee to continue working or return to work following leave and can include schedule modifications, job modifications, or other adjustments under the Americans with Disabilities Act (ADA) or pregnancy‑related accommodation laws.
If you are unsure whether your situation is best addressed through FMLA leave, a workplace accommodation, or both, please contact Human Resources. HR will work with you confidentially to review available options and guide you through the appropriate process.
