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HUMAN RESOURCES

Additional Sources of Information
Compliance with I.N.S. Employment Eligibility Regulations
Employment Procedures for Classified Personnel
Employment Procedures for Contract Personnel (Non-faculty)
Family Medical Leave
Income Tax on Awards and Prizes
Moving Policy
Payroll Direct Deposit
Payroll Distribution
Performance Appraisals and Annual Wage Adjustments
Smoking Policy
Student Employment
Termination and Clearance Forms
Tuition Remission
Vacation and Sick Leave

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Family Medical Leave

A. Employees who have completed twelve (12) months of employment and work at least twenty (20) hours per week may request a maximum of twelve (12) weeks unpaid Family Leave during a rolling twelve (12) month period.

B. Family leave may be granted for:

1. the birth of a child or placement of an adopted or foster child; or

2. the serious health condition of the employee or the employee’s spouse, child or parent.

Leave may be taken for the birth or placement of a child only within twelve (12) months of that birth or placement.

"Son or daughter" is defined as a biological, adopted or foster child, stepchild, legal ward, or child of person standing in loco parentis and who is under age 18, or is age 18 or older with a disability and incapable of self-care.

"Spouse" is defined as husband or wife; not a domestic partner.

"Parent" is defined as a biological parent in loco parentis to employee while the employee was a child. This policy does not include parents-in-law.

C. Employees must submit a written request to the appropriate administrative official at least thirty (30) days prior to the commencement of leave in cases where the leave is foreseeable, and must make reasonable efforts in scheduling leaves to avoid disrupting the work unit.

D. Family leave requests must be documented by a physician’s certification of a serious health condition for the employee or a family member (spouse, child or parent). For paid sick leave to be used for absences relating to childbirth, personal illness, or the illness of a family member covered by the sick leave policy, a physician’s certification is also necessary (see "Vacation and Sick Leave" in Section 4, item XII). A copy of the adoption papers and an indication of the expected return-to-work date in the written leave request are sufficient to document the use of family leave for adoption purposes.

E. For employees who take leave for their own or a family member’s serious health condition, the University may require up to three (3) medical opinions on the need for leave with the consultation for the second and third opinion paid by the University. In addition, the University may require, as a condition of granting the medical leave, a certification containing medical and treatment information.

F. Employees will be required to use vacation and sick leave for any part of the twelve (12) week mandated leave period.

G. Leave requests for serious health conditions may be taken intermittently or on a reduced schedule if "medically necessary." Leave may be taken on an intermittent or reduced basis for the birth or placement of a child but only if the arrangement is agreed to by the University.

H. If both spouses are employed by the University, there is a combined total of twelve (12) work weeks during any 12-month period if leave is taken for the birth or placement of a child or care for a parent with a serious health condition. There is no combined limit if the leave is taken for the care of a child, spouse or the employee’s own illness.

I. During an approved family leave, an employee remains eligible to continue medical, dental, life and disability insurance premiums. The University will continue to contribute its portion of the total premium, and the employee will pay the remaining balance, in the case of leave without pay, on a schedule agreed upon by the University and the employee. If premiums are not received by the designated date, all coverage's will be canceled.

J. Employees returning from family leave will be reinstated to the same or an equivalent position with no loss in pay or benefits accrued prior to the leave.

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GENERAL INFORMATION
BUSINESS OFFICE:
          ACCOUNTING AND REPORTING
          ACCOUNTS PAYABLE AND EXPENSE REIMBURSEMENT
          CASHIER'S OPERATIONS
          PAYROLL
          SPONSORED PROJECTS (GRANTS)
          STUDENT ACCOUNTS AND STUDENT LOANS
CAMPUS SECURITY
FACILITIES MAINTENANCE
human resources
PURCHASING
RISK MANAGEMENT

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For further information, please call (210) 999-7306, or write to:

Trinity University
Office of Finance & Administration
One Trinity Place
San Antonio, TX   78212-7200

This page is provided to you for informational purposes.   Trinity University does not assume liability for omissions, typographical errors, or policy changes that are not updated immediately on this or other official university web pages.

This page was last modified on June 25, 2012.