Maternity and Family Leave Policies at UNM
Maternity leave at UNM is not a designated leave type, but employees can utilize Family Medical Leave (FMLA) for pregnancy, childbirth, adoption, or foster care needs. FMLA allows eligible employees up to twelve weeks of job-protected leave for specific family-related reasons. Additionally, sick leave and annual leave can be used before taking unpaid FMLA leave, providing flexibility for employees. The policies also cover caring for ill family members and bonding time with a new child.
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Presentation Transcript
Maternity Leave at UNM Lisa Gamboa Human Resources Consultant
Maternity/Pregnancy, Delivery and Bonding There is no leave called maternity at UNM. Leaves available due to pregnancy: Family Medical Leave Sick Leave Annual Leave Leave Without Pay
Family and Medical Leave Policy #3440 5.1. Birth, Adoption, or Foster Care Eligible employees may take FMLA leave to care for a child upon birth or to care for a child placed with the employee for adoption or foster care. FMLA leave must conclude within twelve (12) months of the birth or placement. Employees may use sick or annual leave before going on unpaid FMLA leave, but they are not required to exhaust leave banks before requesting unpaid FMLA leave. If both parents or caretakers are employees of the University, FMLA leave taken to care for a child upon birth or to care for a child placed with the employees for adoption or foster care is limited to a combined total of twelve (12) weeks. FMLA leave taken for the serious health condition of an employee or child would not be subject to the combined limit. To be eligible for FMLA leave, an employee must have: been employed at the University for at least twelve (12) months in total in the last seven (7) years, and, worked at least one thousand two hundred fifty (1,250) hours during the twelve (12) month period preceding the start of the leave (Periods of absence from work due to covered service under the Uniformed Services Employment and Reemployment Rights Act are counted in determining an employee s eligibility for FMLA leave.) Any employee, including a temporary or on-call employee who meets the above criteria, would be eligible for FMLA leave, subject to the provisions of this policy and in accordance with the Act.
Sick Leave Policy #3410 This Policy applies to all regular full-time and part time staff employees who work twenty (20) hours or more per week. 3.1. Personal Illness, Injury, or Medical Treatment Time off due to personal illness, injury, or medical treatment (including pregnancy and childbirth), prescheduled doctor and dentist appointments, and other related medical conditions may be charged to sick leave as provided for in Section 6. herein.Absence from work to care for an ill or injured member of one's immediate family may also be charged to sick leave as provided for in Section 6. herein. Family members may be natural, step, adopted, or foster, and immediate family, for purposes of this policy, is defined as the employee's spouse or domestic partner, children, grandchildren, parents, grandparents, and siblings. Persons affected by pregnancy, childbirth, and related medical conditions must be treated the same as persons affected by other medical conditions. 3.2 Parental Leave Time off for caring for and bonding with a child who has joined the household (by birth or adoption) within the past twelve (12) months may be charged to sick leave. Employees may also take annual leave or unpaid FMLA to arrange additional relief - refer to UAP 3400 ("Annual Leave") and UAP 3440 ("Family and Medical Leave").
Annual Leave Policy # 3400 This Policy applies to all regular full-time and part time staff employees who work twenty (20) hours or more per week. The employee must request and receive approval of leave in advance from their immediate supervisor.
Leave Without Pay Policy # 3420 This policy applies to all regular full-time or part-time employees and faculty on twelve-month contracts. Reason Maximum Initial Period 6 Months Maximum Extension-Not to Exceed: 6 Months Initial Approval Level Extension Approval Level Extended personal illness or disability extending beyond sick leave accrual Personal Department Head Dean or Director 1 Months 3 Months Department Head Dean or Director
