Paid Medical Leave and Disability Benefits for Faculty and Academic Professional and Administrative Employees (Self)

How does this leave interact with other employee leaves, e.g. medical or sick leave, FMLA, etc.?

This policy runs concurrently with the Family Medical Leave Act (FMLA), and MN Paid Leave taken for the same purpose. Employees should refer to the appropriate administrative policy, governing rules or collective bargaining agreement to determine their eligibility and the rules for taking these leaves.

How does this leave interact with Earned Sick and Safe Time (ESST)?

You can use the first 10 days of Paid Medical Leave and Disability Benefits for Faculty and Academic Professional and Administrative Employees (Self) for ESST purposes. Employees should refer to the ESST Policy for available uses. 

If I qualify for provisions under FMLA and/or MN Paid Leave, do I automatically qualify for this policy?

No. FMLA, MN Paid Leave and this leave are independent benefits. Eligibility and benefit provisions must be met independently of one another. 

Must an absence of even one-half day be reported? 

Yes, medical leave usage of one-half day or more must be reported to the employee's department following departmental or college/administrative unit procedures, as appropriate.

When an employee is absent from work intermittently due to a medical condition covered by this policy, when does the leave begin? 

The leave begins when the employee is earning less than 80 percent of their salary and the leave need is supported by a physician. 

Is this leave available to Eligible Employees who have less than a 12-month appointment when pay is not scheduled? 

Depending on the timing of the leave, Eligible Employees who have less than a 12-month pay schedule may not be paid for a full three month medical leave. For example, an otherwise Eligible Employee holding a 10-month July through April appointment becomes ill on April 1st and remains ill for a period of two months. This employee receives paid medical leave for the month of April, but not for the month of May, as this person was not scheduled to be paid during May.

How is the date of disability determined?

The date of disability is determined by medical documentation, not by the type of appointment. For example, if an employee has a disability occurring when the employee is not scheduled to work, such as during the summer for a 9-month faculty member, the medical leave would begin at the time of disability. Another example is when a disability occurs on a weekend. If an employee is in a car accident on a Saturday, the date would be Saturday, even though this person was not scheduled to work that day.

If an Eligible Employee provides FMLA medical documentation after three days of medical leave absence, must the individual also notify the University's disability vendor if the medical leave extends beyond two weeks? 

Yes. The employee must contact the disability vendor and provide the documentation they request in order to certify the leave. FMLA medical documentation and that required by the disability vendor are separate and different; however, both are required by University policy.

If an employee has a scheduled surgery at a particular time, can the individual contact the disability vendor to certify the leave in advance of the scheduled date? 

Yes, the employee is able to contact the disability vendor to provide them with the appropriate documentation to obtain medical certification in advance of the procedure.

Can someone other than the employee call the disability vendor to register a claim? 

Yes, a family member or other person with knowledge of the employee's medical condition and doctors' contact information can call the disability vendor on behalf of the employee.