Navigating your Leave of Absence

To Care For a Family Member
TYPE OF LEAVE
TO CARE FOR A FAMILY MEMBER CONTINUOUS LEAVE
Continuous leave is taken as a consecutive period of time, with all details predetermined, including the first date of leave and the date the employee will return to work.		 INTERMITTENT LEAVE
Intermittent leave allows employees to take leave in shorter periods, on and off, or in reduced work hours.
ELIGIBILITY & ENTITLEMENTS There are several types of continuous leave entitlements available to UCI employees:
  • Family Medical Leave Act (FMLA)
  • California Family Rights Act (CFRA)
  • Bargaining Unit Leave- Employees represented by a bargaining unit
  • Paid Family Care & Bonding (PFCB)
To be eligible for FMLA, CFRA, and PFCB Continuous Leave for the care of an eligible family member you must:
  • Be employed with UC for 12 months.
  • Have worked 1250 hours within the past 12 months.
If you are represented, see eligibility requirements for your bargaining unit. 		There are several types of Intermittent leave entitlements available to UCI employees:
  • Family Medical Leave Act (FMLA)
  • California Family Rights Act (CFRA)
To be eligible for FMLA and CFRA, Intermittent Leave for the care of an eligible family member you must:
  • Be employed with UC for 12 months.
  • Have worked 1250 hours within the past 12 months
REQUIRED DOCUMENTATION
  • For all non-academic personnel, Sedgwick will request required medical documentation from your family member’s medical provider to support the need for your continuous leave. It is your responsibility to connect with your family member’s medical to provider to get the documentation completed and sent back to Sedgwick.
  • For academic personnel please work with your UCI Leave Analyst.
  • For all non-academic personnel, Sedgwick will request required medical documentation from your family member’s medical provider to support the need for your intermittent leave. It is your responsibility to connect with your family member’s medical to provider to get the documentation completed and sent back to Sedgwick.
  • For Academic personnel please work with your UCI Leave Analyst.
PAY OPTIONS & BENEFITS IMPACT Based on your entitlements and Collective Bargaining Agreement, you may be able to use the following accruals or paid benefits:
  • Accruals (Sick/Vacation)
  • Paid Family Care & Bonding (PFCB)
  • Catastrophic Leave
  • Unpaid
While you are out on a Continuous Leave to care for a family member:
  • For UCI Health employees in API: the Leave of Absence team will lock your timecard and manage it throughout your leave.
  • For Campus employees: Please work with your department contact around coding your timecard.
  • For COHS employees: Your Leave Analyst will guide you through coding your timecard.
 Based on your entitlements and Collective Bargaining Agreement, you may be able to use the following accruals or paid benefits:
  • Accruals (Sick/Vacation)
  • Catastrophic Leave
  • Unpaid
RETURN TO WORK & TRANSITIONAL WORK When you are ready to return to work from Continuous Leave, a return-to-work note is not needed. Once your leave ends, you can return to work. As your Intermittent Leave ends, a return-to-work note is not needed. Once your leave ends, you can return to work.
ADDITIONAL RESOURCES