Human Resources

Staff Handbook

Family and Medical Leave (FMLA)

Eligible employees at Texas A&M University-Kingsville are entitled to a leave of absence, not to exceed 12 weeks in a fiscal year, for the following reasons:

Family Leaves

  1. Employees are entitled to a parental leave of absence for the birth of a natural child.
  2. Placement of a child for adoption or foster care.
  3. Caring for a spouse, child or parents with a serious health condition.
  4. The serious health condition of the employee.

To be eligible for family and/or medical leave, an employee must be employed at least 12 months and have worked at least 1,250 hours during the 12 months preceding the commencement of leave.

The leave will not exceed 12 weeks. After using applicable vacation or sick leave, the remaining leave time will be leave without pay.

The requesting employee should notify his or her Department Head and the Human Resource Director, in writing, at least 30 days prior to the leave. Appropriate certification or documentation may be required to verify a serious health condition, family relationship, adoption and foster care. If the required certification or documentation is not provided in a timely manner, the approval for leave may be delayed.

Employees taking intermittent leave or reduced schedules may be required to temporarily transfer to another job with equivalent pay and benefits that better accommodate that type of leave. Texas A&M University-Kingsville continues medical insurance benefits for employees on leave. Employees must continue to pay their portion of any insurance premium while on leave. As with other types of unpaid leaves, vacation will not accrue and holidays will not be granted.

Employees must contact the Human Resource Director and his or her supervisor before the first day of returning to work. If the leave is for an employee's own serious health condition, the employee must bring medical certification verifying the ability to return to work. Failure to return to work on the day after the expiration of leave will result in termination of employment. Employees who return to work from Family or Medical leave of absence will be returned to their same job, or an equivalent position, subject to rules of FMLA.

This page last updated 21 December, 2004