The Catholic University of America

Family and Medical Leave Policy

 

Additional History

6/9/17: The following provisions were removed, as they are addressed in the new overarching Leave Policy:

VII.    Special Provisions for Members of the Armed Services 

A. Definitions for Military Leave

1. Eligible employee for purpose of this section shall mean a spouse, son, daughter, or parent for a qualifying exigency. For the care of an ill or injured service member, eligible employee means a spouse, son, daughter, parent or next of kin of a service member.

2. Qualifying Exigency includes the following: short-notice deployment; military events and related activities; childcare and school activities; financial and legal arrangements; counseling; rest and recuperation; post-deployment activities; and additional activities to address other events which arise out of the covered military member's active duty or call to active duty status, provided the employer and employee agree that such leave shall qualify as an exigency, and agree to both the timing and duration of such leave.

B. Military Caregiver Leave: The university will grant an eligible employee who is a spouse, son, daughter, parent, or next of kin of a covered service member with a serious injury or illness up to a total of 26 workweeks of unpaid leave during a "single 12-month period" to care for the service member. A covered servicemen for military caregiver leave is a person either in the military or a veteran for up to five years after he or she leaves military service, even in the injury did not manifest itself until the member became a veteran.

C. Qualifying Exigency Leave: The university will grant an eligible employee up to a total of 12 workweeks of unpaid leave during the normal 12-month period established by the university for FMLA leave for qualifying exigencies arising out of the fact that the employee's spouse, son, daughter, or parent is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. Qualified Exigency leave is available when a family member in the National Guard, military reserves or regular armed forces is called to active duty in a foreign country.

Service member FMLA runs concurrent with other leave entitlements provided under federal, state and local law.

D. Notice and Certification

 

The university may require that a request for leave under this section be supported by a certification. In any case in which the need for leave is foreseeable, the employee shall provide such notice as is reasonable and practicable.

2/19/10: Amendments made to conform to many changes in the law, including new military leave, combined FMLA policy with Parental Leave Policy, and Pregnancy Policy so separate versions of these policies no longer exist. Added procedures for requesting FMLA leave.

12/16/08: Clarification that CUA will continue to pay for life insurance benefit while an employee is on FMLA leave. Policy amended to include new legal requirement for safe leave as set forth in the DC Sick and Safe Leave Act.

2/19/08 FMLA Policy updated to add Section IX, Special Provisions for Members of Armed Forces. The law was amended effective January 28, 2008 to add this service member benefit.

1/11/06 Policy was reformatted according to the standard template. No changes were made to the substance of this policy.

 September 1997 Amendments