The University of Maryland recognizes the importance of achieving a healthy balance between work and family obligations and is committed to supporting our employees through certain measures to promote a “family-friendly” environment. The Family Medical Leave Act (FMLA) is a federal law designed to help employees balance the demands of the workplace and the needs of their families by allowing for unpaid job and benefits-protected leave for certain family and medical reasons. The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to employees with disabilities and prohibits discrimination because of disability status.
Steps for Requesting Medical-Related Leave and/or Accommodations
UHR Leave and Accommodations team members are available for phone, virtual meeting, or in-person consultations (in-person meetings must be scheduled in advance). Contact UHR Leave Management to schedule a consultation to discuss your specific needs!
Workday Leave of Absence (LOA) and Time Off Tips:
- “Leave of Absence” and “Time Off” requests may be initiated by the employee, manager, absence partner, FML analyst or central absence partner (Refer to Workday Absence Workflows)
- FML and Parental Leave request forms are no longer required (managers and absence partners are notified once the request is initiated)
- Request forms are still required for Advanced and Additional Leave Options
- An "Intermittent FML (Window of Time)" LOA request must be added to your absence calendar in order to code intermittent "paid time off". Instructions for adding intermittent time off e.g. "Intermittent FML - Pay by Sick Time Off." can be found in the Request Absence Job Aid.
- Employees are still expected to follow departmental procedures for reporting absences due to Intermittent FML.
- “Paid Time Off” (PTO) accrued or acquired must run concurrently with FML. Employees must use any available and applicable PTO prior to being approved for additional leave options or unpaid time off.