Serious health condition leave
FMLA/OFLA provides for up to 12 weeks of time off and job protection (within a 12 month rolling calendar year) for one's own serious health condition.
A serious health condition is defined as an illness, injury, impairment, or physical or mental condition that involves either
- an overnight stay in a medical care facility, or
- continuing treatment by a health care provider
for a condition that prevents the employee from performing the functions of the employee’s job.
The continuing treatment requirement may be met by
- a period of incapacity of more than three consecutive calendar days combined with at least two visits to a health care provider, or
- one visit and a regimen of continuing treatment, or
- incapacity due to pregnancy, or
- incapacity due to a chronic condition.
The common cold, flu, earaches, upset stomach, minor ulcers, headaches other than migraine, routine dental or orthodontia problems, periodontal disease, and cosmetic treatments (without complications) are examples of conditions that are not generally defined as serious health conditions.
Do I have to take this leave all at once?
You will be granted FMLA/OFLA in accordance with your health care provider's instructions. Intermittent FMLA/OFLA leave may be taken when medically necessary and authorized by your health care provider. While on approved intermittent FMLA/OFLA leave, you may be temporarily reassigned to a position that better accommodates an intermittent or reduced schedule, though not without your consent.
You must make reasonable efforts to schedule intermittent medical treatments so as to minimize disruption of college operations.
Returning to work after leave
Upon returning to work you must provide medical certification (to your supervisor and HR) from your health care provider stating that you're medically cleared and able to resume work.
You are expected to return to work promptly after being released, even if your leave was originally approved for a longer period of time.
If you work for other employers during your serious health condition leave, or if you use leave for purposes other than the purpose for which the leave was granted, you may be subject to discipline up to and including termination.