There are various types of time away from work at the university. Time Away from Michigan Medicine provides and overview of paid and unpaid time away options available to staff. If you need to submit a request, or additional support, please contact the Human Resources Solutions Center.
Paid Maternity (Childbirth) and Parental Leave
The University of Michigan now offers two non-discretionary paid leave benefits to support faculty and Non-bargained for staff who welcome children by birth, adoption, foster care or legal guardianship. For complete details and supervisor's guide, visit Maternity (Childbirth) and Parental Leave (U-M).
In order to receive access to the paid leave, a case must be submitted to the HR Solutions Center.
Leaves of Absence
The University of Michigan and Michigan Medicine offer a variety of unpaid leaves of absence to accommodate the needs of the staff. Approval for leaves of absence must be obtained from the staff member’s supervisor and from the appropriate Human Resources Department. Final approval or denial of a leave of absence request is the responsibility of the Human Resources Department. Staff members must provide advance notice of request for leaves of absence to their supervisors.
Discretionary and Non-discretionary Leaves
The university offers discretionary and non-discretionary leaves of absence to provide continuity of service during an extended period of absence.
The university offers the following unpaid non-discretionary leaves of absence when the employee meets the eligibility and approval requirements of the leave of absence, and approved by University Human Resources.
- Child Care
- Family Care
- Care of a Covered Service member (Military Caregiver Leave)
- Qualifying Exigency
- Military Service
- Government Service
The university offers the following unpaid discretionary leaves of absence when approved by the employee’s department and University Human Resources.
Additional detailed information on leaves of absence can be obtained by referring to SPG 201.30 (Unpaid Leaves of Absence) for non-bargained for staff. Bargained-for staff should refer to the appropriate collective bargaining agreement.
To request a leave of absence, please submit a ticket, or contact the Human Resources Solutions Center.
If employees have questions or concerns relative to health care coverage(s), and/or retirement contribution while being on an approved leave, direct them to contact the Benefits Office at 734-615-2000, Option 1.
Family Medical Leave Act (FMLA)
Under the Family Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the reasons listed below. FMLA coverage runs concurrent to paid and unpaid time.
- The birth of a child or placement of a child for adoption or foster care.
- To bond with a child (leave must be taken within one year of the child’s birth or placement).
- To care for the employee’s spouse, child, or parent who has a qualifying serious health condition.
- For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job.
- For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child or parent.
An eligible employee who is a covered service member’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the service member with a serious injury or illness.
An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule.
While employees are on FMLA leave, the university must continue medical, dental and vision coverage as if the employees were not on leave.
Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits and other employment terms and conditions.
FMLA Roadmap [PDF]
For questions about FMLA leave eligibility, refer to the FMLA Roadmap, consult this list of frequently asked questions in the Leaves of Absence Toolkit, or contact the Human Resources Solutions Center.
If employees have questions relative to FMLA coverage, direct them to the Human Resources Solutions Center.
Employees may submit a request for FMLA with the Human Resources Solutions Center. Managers may also submit a request on behalf of an employee.
Update related to COVID-19 pandemic (as of April 1, 2020)
The federal Families First Coronavirus Response Act calls for an expanded paid time off benefit for employees who need to provide child care and cannot work remotely due to school closures and child care closures related to the COVID-19 pandemic.
Employees may use 80 hours (or a proportional amount for part-time and temporary staff) of paid time before accessing up to 10 additional weeks of paid time off at two-thirds the rate of pay. For the month of April, U-M will provide full pay to employees in this scenario.
The remaining weeks are subject to 2/3 pay after the April implementation period.
There is a 30-day service requirement and the benefit is not available to those on layoff or furlough. Total FMLA time available will be coordinated with other FMLA related absences.
Expanded FMLA leave is not available if both parents or another individual is present to care for the child. The employee must actually care for the child and there must be no other suitable person (e.g., another parent, guardian or usual child care provider) available to care for the child. If another caregiver is available to care for the child, the employee is not entitled to leave.
Send the completed EFMLA request form to your department administrator and also fax to the HRSC (734) 936-9526.