Family and Medical Leave (FML)

Employees seeking to use CSU FML leave are required to provide a 30 or 14 (applicable to most CBAs) day advance notice of the need to take CSU FML leave when the need is foreseeable and such notice is practicable (unless the collective bargaining agreement states otherwise).

CSU FML policy requires the campus to make an FML determination after multiple consecutive sick days, even if the employee does not provide notice (the number of days varies by CBA).

• Bonding with a newborn, adopted child, or child placed for foster care.
• Caring for a family member with a serious health condition. A spouse, son, daughter, parent, sibling, grandparent, grandchild, or designated person.
• The employee’s own serious health condition
• A qualifying exigency relating to a close family member’s military service.

To be eligible for CSU FML benefits, an employee must:

• Work for the CSU; and
• Have worked for the employer for a total of 12 months or one academic year as of the date leave is to start; and
• Have worked at least 1,250 hours (over the previous 12 months)
  • Subject to the 1,250-hour Eligibility Requirement:
    • C99
    • M80
    • Unit 6
    • Unit 8
    • Unit 1
    • Unit 6
  • Exempt from the 1,250-hour Eligibility Requirement
    • All other full-time and part-time employees in employee groups not listed above.

Employment for CSU FML purposes includes employment at all CSU campuses as well as other California state employment.

The maximum leave entitlement is 12 weeks in a 12-month period. The CSU calculates the 12-month period on a forward rolling basis: the period is measured forward from the date the employee's first FML leave begins.

Employees are required to provide:

• Medical certification or appropriate documentation from the health care provider supporting the need for the leave due to a serious health condition affecting the employee or an immediate family member.

Approval for the leave may be withheld until medical certification requirements are met.

CSU policy or applicable respective CBA requires the employee to use their sick leave, vacation credits, Personal Holiday, and CTO unless excluded by CBA prior to going on any unpaid portion of CSU FML.

If an employee does not have ample sick and/or vacation credits to cover the duration of the CSU FML, then the unpaid portion of CSU FML begins. The employee may be eligible to apply for Non-Industrial Disability Insurance (NDI) or request Catastrophic Leave Donation Program (CLDP) for salary continuation.

If an employee is taking medical leave for their own illness or injury, it is important to ensure that they are released by a medical professional prior to their return date or the end of their leave. This requires the employee to provide a medical note to the Leaves Office which will determine whether they can return to work at full capacity, or if any restrictions or accommodations are necessary. Any restrictions or accommodations should be clearly detailed in the medical note prior to the employees return date.

While on paid CSU FML, benefit premiums, including health, dental, vision, group life and long-term disability continue to be paid by the CSU without a lapse in coverage.

During periods of unpaid CSU FML, only health, dental and vision premiums will continue to be paid by the CSU. An accounts receivable will be established for any employee premiums required during the unpaid leave. If the employee wishes to discontinue medical coverage during the unpaid leave, they may reinstate it upon return. Please check with the Benefits Section of Human Resources for information on when the coverage will resume. 

If the employee does not return from FML, Cal Poly Pomona/CSU will require the employee to provide reimbursement for medical, dental, and vision premiums paid on the employee's behalf during the unpaid portion of the leave. However, no reimbursement will be required if the employee does not return because of a serious health condition or if unable to return due to circumstances which are outside of their control.