Family and Medical Leave (FMLA)
In accordance with federal law, the Family and Medical Leave Act (FMLA) provides job-protected Family and Medical Leave to eligible employees who are unable to work due to their own serious health condition or to care for an immediate family member with a serious health condition. FMLA allows for up to 12 work weeks of leave during a 12-month period based on certain qualifying events. The leave time can be taken consecutively or intermittently, based on information provided by your healthcare provider. For additional information, please refer to Policy 60.3.8 in the University Policy Library.
Eligible employees may be entitled to apply for Temporary Disability Insurance (TDI) in the event that they are removed from payroll for any period of time during their leave. If an employee is eligible, the state will pay up to a maximum of 26 weeks of TDI. To learn more about TDI and Long Term Disability (LTD), please click here.
New Jersey Family Leave (NJFLA)The New Jersey Family Leave Act (NJFLA) provides unpaid leave entitlement to eligible employees for the following:
- the birth or adoption of a child
- the care for a spouse/civil union partner, child, parent, parent-in-law, or a person in a “parental relationship” with a serious health condition
Military LeaveEmployees who have been called to active military duty, aside from their regular annual training obligations, may be entitled to a paid leave of absence and/or supplementary salary differential. For more information on Military Leaves, please click here.
New Jersey Safe ActThe New Jersey Security and Financial Empowerment Act (NJ SAFE Act) provides that certain employees may be eligible to receive an unpaid leave of absence – for a period not to exceed 20 days in a 12-month period – to address circumstances resulting from domestic violence or a sexually violent offense. This law became effective on October 1, 2013 and to find out more information about the provisions of this Act, please click here.
Medical or Disability Accommodations
The Office of Employment Equity (OEE) is responsible for overseeing and coordinating requests for accommodations received from employees with disabilities. In the event that an employee and/or their healthcare provider deems it necessary to have a special accommodation provided at work, a request must be submitted to OEE
To learn more about Disability Accommodations, please click here.
For all other Leaves, please see the University Policy Library, as well as your applicable (or respective) Collective Bargaining Agreement for additional information.