FAQ
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Questions?
Please use the contact section in the governing policy.
- 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 (Family) 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.
- An employee's adult child is 30 years old and has been in an accident. The adult child needs daily care during recovery from an injury. Can the employee use paid medical leave as provided under this policy to provide care for the adult child during the daytime until other arrangements can be made?
Yes, the employee is eligible to use up to 10 total days of medical leave to care for a seriously ill immediate family member. The 30 year old adult child falls under the immediate family member definition and the accident injuries are considered a serious medical condition, thus the employee may use up to 10 total days during a fiscal year to care for or arrange care for the adult child.