EmployEE Handbook - Marymount University

To apply for family/medical leave (FMLA), an employee must notify Human Resource
Services of their intent to apply for FMLA, complete a Family and Medical Leave
form, get the required medical certification and obtain the appropriate approval from the
University. Requests for FMLA must be made at least 30 days in advance for planned or
non-emergency leaves and as soon as possible for emergency leaves.
Upon return from FMLA leave, the employee will be placed in the same position that was
held prior to the leave or in one that is equivalent in pay, benefits and other conditions and
terms of employment to the position that was held prior to the leave. Key employees on
FMLA leave are not guaranteed reinstatement. “Key” employee is considered a salaried,
FMLA-eligible employee who among the highest paid 10% of all employees employed
by employer within 75 miles of the employee’s worksite. Under this type of situation,
Marymount will give the employee proper notice offering the employee the opportunity
to forgo leave or return from leave.
These provisions are a brief summary of the entitlements and requirements under the
FMLA. It is Marymount’s intent to administer the policy in a manner consistent with
the regulations issued by the Secretary of Labor. Questions regarding the FMLA should
be directed to the Office of Human Resource Services. For faculty, in case of illness,
maternity, or adoption resulting in absence from duties, the full salary of the faculty
member shall be continued for one month following the date on which the illness or
maternity necessitated absence.
Faculty Leave of Absence – Without Pay
Faculty leaves of absence without pay may be granted at the discretion of the University,
normally for a period of one year. During this time, the University will pay the
employee’s premium for any health insurance the faculty member is enrolled in at the
time he/she made application for such a leave.
Bereavement Leave
Each regular, full-time staff member is eligible for bereavement leave with pay in the
event of a death in the immediate family. In general, time off with pay will be allowed for
a maximum of three work days, provided the time off is taken between the date of death
and the date of the funeral, both inclusive. Immediate family is defined, for purposes of
bereavement leave as: spouse, child, parent, sister, brother, grandparent, and spouse’s
child, parent, sister, brother, grandparent or any member of the employee’s immediate
household. If additional time is required for a funeral or settlement of an estate, up
to three days may be charged to sick leave or annual leave, or in emergencies, leave
without pay may be requested at the discretion of the supervisor. Compensation during
a bereavement leave period will be based on the normal work schedule of the employee.
No additional time will be given for bereavement leave that occurs during a holiday or
other approved leave period or other time, which is not normally scheduled for work.
53