Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) provides up to twelve weeks of job-protected leave or twenty-six weeks for military caregiver leave, for qualifying events. FMLA provides for continuation of health care premiums when the employee has, and wishes to continue, health care coverage during the period of approved leave. While you are on leave for FMLA, all accrued and available paid time off must run concurrently. This includes sick, annual, holidays, and compensatory time (overtime).

Requirements

Employees are eligible if they have worked for the State of Louisiana for at least 12 months, and have 1250 hours of service in the previous 12 months, and experience one or more qualifying event.  

Qualifying Events:

  • For incapacity due to pregnancy, prenatal medical care, or child birth; or
  • To care for the employee’s child after birth, or placement for adoption or foster care; or
  • To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or
  • For a serious health condition that makes the employee unable to perform the employee's job; or
  • For qualifying exigencies related to the foreign deployment of a military member who is the employee's spouse, child, or parent. An eligible employee who is a covered service member's spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the service member with a serious injury or illness.

Resources 

Policy Statement (PS) 12 – Employee Leave

FMLA Certification Form Department of Labor (DOL) FMLA Employee GuideMILITARY CAREGIVER LEAVE FORM

Veteran Caregiver Form

Military Qualifying Exigency Form

Frequently Asked Questions (FAQs)

Mail: LSU – HRM
Attn: FMLA
110 Thomas Boyd Hall Baton Rouge, LA 70803

Fax: 225-578-6571
Email: hrfmla@lsu.edu

30 days prior to the first day of leave or as soon as you are able.

HRM will enter your time off requests in Workday while you are out of the office.

HRM will place you on FMLA continuous leave in Workday. 

Yes, you should notify HRM by emailing hrfmla@lsu.edu. 

When an employee does not have enough leave to cover the FMLA request, will place the employee on continuous leave of absence without pay. This action will notify payroll that the employee should no longer receive pay during this absence. Employee may also qualify for Crisis Leave that provides paid leave to employees who experience a catastrophic illness or injury

6-8 weeks depending on the type of birth. Extended sick leave may be used for complications.  

  • For natural delivery, employees are eligible to use six (6) weeks of sick leave and six (6) weeks of annual leave.
  • For cesarean (C-section) delivery, employees are eligible to use eight (8) weeks of sick leave and four (4) weeks of annual leave.

Yes, employees or managers should enter intermittent time off requests in Workday. 

Effective June 11, 2020, the Louisiana State Legislature passed SB437 which was signed by the Governor and became Act No. 241. The legislation expands the use of accrued sick leave by Unclassified (Professional, Academic, Other Academic, and Professional Hourly) employees.

  • Sick leave can be used for the the care of your spouse. 
  • For child bearing reasons, annual leave should be used to bond with your child