Office of Human Resources
Dwight Hall Room 207
Monday - Friday, 9 a.m. - 5 p.m.
Office of Human Resources
Framingham State University
100 State Street, P.O. Box 9101
Framingham, MA 01701
Employees who have worked for the University for at least 12 months, and who have worked at least 1250 hours during the previous twelve month period, may be eligible for Family and Medical Leave (FMLA). Please see information about the employees' rights and responsibilities under the FMLA below.
Please note: The 2010 National Defense Authorization Act ("NDAA") contains several amendments to the military leave provisions of the FMLA. For more information about these changes, please see below.
Qualifying Exigency Leave
"Qualifying exigency leave" includes leaves for short-notice deployment, military events and related activities, financial and legal matters, child care and school activities, rest and recuperation, post-deployment activities, and additional activities agreed upon by the employer and the employee. Qualifying exigency leave was initially confined to family members of those in the National Guard or Reserves in support of a contingency operation. The NDAA now extends exigency leave to a member of any regular component of the Armed Forces, and removes the requirement that it be in support of a contingency operation. Instead, covered active duty now relates to when a member of the regular or reserve components of the Armed Forces is deployed to any foreign country.
The NDAA does not alter the actual leave period, which continues to provide for up to 12 weeks of FMLA leave on an annualized basis.
Military Caregiver Leave
The January 2009 FMLA amendments provided that eligible employees could take up to 26 weeks of military "caregiver leave" in a single 12-month period to care for a service member who has a serious illness or injury that was incurred in the line of duty while on active duty.
Initially, eligibility for caregiver leave had been confined to the family of active duty members. The NDAA extends caregiver eligibility to close family members of veterans who were members of the Armed Forces (including the National Guard or Reserves) at any point in time within five years preceding the date on which the veteran undergoes medical treatment, recuperation, or therapy. As a result, the family members of our nation's veterans now enjoy the same leave rights as those afforded relatives on active duty status.
The NDAA also revises the definition of "serious injury or illness" for active duty members, and provides a slightly different definition for veterans. Both are now defined to include an injury or illness that existed before the beginning of the member's active duty and was aggravated by service in the line of duty on active duty in the Armed Forces. For veterans, the definition of "serious injury or illness" further adds that the injury or illness may manifest itself before or after the member became a veteran.
Employees should also refer to their respective collective bargaining agreements for information regarding other paid and unpaid leave options.
If you you would like to request Family and Medical Leave, or would like assistance in determining your leave options, please contact the Office of Human Resources at ext. 4570.