Faculty and staff are eligible for unpaid Family and Medical Leave (paid leave may be substituted for unpaid leave depending on the specific circumstances of the absence in accordance with University policies) during a twelve-month period, measured forward, if they have:
- Worked for Wake Forest for at least 12 months (generally during the seven-year period immediately preceding the start of the leave), and
- Worked for Wake Forest at least 1,250 hours during the past 12-month period immediately preceding the start of the leave.
Eligible faculty and staff may take up to 12 weeks of Family and Medical Leave (FML) for any of the following reasons:
- The faculty or staff member’s own serious health condition prevents him or her from performing one or more of the essential functions of his or her job.
- To care for a parent, spouse or child with a serious health condition.
- To care for the faculty or staff member’s child after birth, or placement for adoption or foster care in the faculty or staff member’s home, providing the leave is taken within 12 months of the child’s introduction to the family.
- Because of any qualifying exigency (as defined by federal regulation) arising out of the fact that the spouse, son, daughter, or parent of the faculty or staff member is on active duty (or has been notified of an impending call, order to active duty or deployed to a foreign country) in the Armed Forces, as a full-time member or member of a reserve component, in support of a contingency operation. This leave applies only to families of members of the National Guard, reserves and certain retired members of the military (not to families of active members of the regular armed services).
An eligible faculty or staff member may take up to 26 weeks of leave during a single 12-month period to care for a covered service member, including a veteran, when the faculty or staff member is the spouse, son, daughter, parent or next of kin of the covered servicemember.
The duration of FML and whether it is paid or unpaid, depends on the faculty or staff member’s individual situation. Individuals will be required to use any accrued Sick Leave Reserve (if applicable and authorized) and Paid Time Off (minus five days of PTO if the individual wishes to retain it) before being placed on unpaid leave, if eligible for PTO. All paid leaves run concurrently (including Workers’ Compensation Leave, Short-Term Disability, and Paid Parental Leave), and do not extend the time the faculty or staff member is entitled to under the FMLA. During paid leave, staff will continue to accrue PTO. During any unpaid leave, staff will not accrue PTO.
Returning from Leave
Faculty or staff returning from leave for a serious health condition must provide the appropriate supervisor with a certificate from a health care provider documenting the individual’s ability to perform the essential functions of the job.
Faculty or staff returning from leave will be reinstated to the same or equivalent position, with equivalent pay, benefits, and other terms and conditions of employment. Failure to return to work in a timely fashion may result in termination of employment. This does not apply if the individual’s job would have otherwise been terminated ( i.e., a reduction in force) had the individual not taken FML.
Documentation and Resources
An eligible faculty or staff member will be required to submit an appropriate and properly completed Certificate to support the requested Family and Medical Leave.
- Request for Family Medical Leave
- Certification of HealthCare Provider for Employees
- Certification of HealthCare Provider for Family Members
Please schedule an appointment with a Benefits Counselor at 336.758.4700.