Family and Medical Leave Act (FMLA)
Faculty members who have been employed by the University for at least twelve (12) months and who, during the previous 12 months, have worked for at least 1040 hours are eligible, under the FMLA, for up to 12 weeks of unpaid leave in a 52 week period for his/her own serious health condition, the serious health condition of a family member, or for parental purposes. The employee may concurrently use paid leave, leave without pay (LWOP), or donated voluntary shared leave (for approved recipients only) for absences from work resulting from these events. The employee’s job and benefits are protected while an employee takes FMLA leave regardless of whether FMLA is taken as paid or unpaid leave. No one can be denied FMLA Leave.
An eligible employee may use FMLA Leave for any of the following reasons:
- The birth of a child and to care for the child following birth, so long as the leave is taken within 12 months of the birth of the child.
- To care for a child placed with an employee for adoption or foster care, so long as the leave is taken within 12 months of the placement.
- To care for an employee’s child, spouse or parent, where that child, spouse or parent has a serious health condition.
- Because an employee has a serious health condition that makes the employee unable to perform the essential functions of his/her position.
If leave is for: Then, the employee:
|Birth and child care after birth||may choose to exhaust all or any portion of sick leave, and/or vacation/bonus leave, comp time or go on LWOP during the period of disability. Shared leave may be used only during the period of disability if all other leave has been exhausted. Only vacation/bonus leave or LWOP may be used before and after the period of disability.|
|Adoption||may choose to exhaust all or any portion of vacation/bonus leave, a maximum of 30 days’ sick leave, or go on LWOP.|
|Foster Care||may choose to exhaust all or any portion of vacation/bonus leave or go on LWOP.|
|Serious Health Condition of Child, Spouse, Parent||may choose to exhaust all or any portion of sick leave and/or vacation/bonus leave, or go on LWOP. Shared leave may be used only after all other leave has been exhausted.|
|Employee’s Serious Health Condition||does not have the option of taking LWOP if he/she has any available sick leave; however, the employee may use vacation/bonus leave in lieu of sick leave. The employee is not required to use vacation/bonus prior to going on LWOP. If the covered absence extends beyond the 60-day waiting period required for short-term disability, the employee may choose to exhaust the balance of their leave or begin drawing short-term disability benefits. Shared leave may be used only after all other leave has been exhausted.|
Human Resources offers “Planning for Parental Leave,” a 1 hour session on FMLA policy and other benefits. It primarily targets expecting parents. People can register through ConnectCarolina’s training enrollment or, if they do not want their supervisor to be notified, by calling Organization & Professional Development at (919) 962-2550.
Contact UNC Leave Administration Manager & Benefits Consultant, Brandy Flickinger (firstname.lastname@example.org) with your parental leave questions and for additional resources.
Family Illness Leave
Provided for an employee to care for the employee’s child, parent or spouse where that child, parent, or spouse has a serious health condition. It is not provided for the employee’s illness.
- An employee may not waive his/her FMLA benefit by instead choosing to go on Family Illness Leave.
- A full or part-time employee is entitled to up to 52 weeks of LWOP during a five-year period. Employees may cover some or all of the leave taken under this policy by using vacation, bonus, sick, or voluntary shared leave, or other accumulated paid time off to remain in pay status.
FMLA Military Caregiver/Qualifying Exigency Leave
Two provisions to military families are included under the Family and Medical Leave Act (FMLA). Additional eligibility requirements may apply.
Military Caregiver Leave
- Up to 26 weeks of leave in a single 12-month period for an eligible employee to provide care to an injured covered service member who is the employee’s spouse, child, parent, or eligible ‘next of kin’.
- The 26 weeks is inclusive of the 12 weeks of leave provided under regular FMLA and can be used only once within one 12-month period.
- Although the leave is unpaid, the employee may use available sick and/or vacation/bonus leave, or any portion, to remain in pay status for all or part of the absence or go on LWOP. Voluntary shared leave donations may be applied.
Qualifying Exigency Leave
- Up to 12 weeks of leave to be granted to an eligible employee who is the spouse, child, or parent of a service member who is placed on active duty or has been notified of an impending call to active duty so that the eligible employee may attend to ‘qualifying exigencies’ to deal with arising issues related to active duty.
- The 12 weeks is not in addition to the regular 12 weeks of leave available for other FMLA purposes. Although the leave is unpaid, the employee may use available leave to remain in pay status for all or part of the absence or go on LWOP. Voluntary Shared Leave donations cannot be applied to Qualifying Exigency Leave.
Faculty Serious Illness, Major Disability, and Parental Leave Policy
Faculty Serious Illness Policy at a Glance
For serious illness or major disability or for the serious illness of a faculty member’s domestic partner that requires the faculty member’s care, each faculty member on nine months service shall, upon request, be granted up to 60 calendar days of paid leave in a 52 week period.
- For parental purposes, each faculty member who functions as the primary caregiver for a child and who carries teaching responsibilities shall, upon request, be granted a full semester of paid leave within 12 months of the birth or adoption of a child.
- Each faculty member who is the primary caregiver for a child and who does not carry teaching responsibilities shall, upon request, be granted up to 15 weeks of paid leave within 12 months of the birth or adoption of the child.
Faculty Members On Twelve Months Service And Tenured Or Tenure-Track Faculty Members Holding Senior Academic And Administrative Positions
Earned Leave: Faculty members on 12 month service and tenured or tenure-track Senior Administrator Tier II faculty members earn 24 days of vacation leave and 12 days of sick leave per year. Tenured or tenure-track Senior Administrators Tier I faculty members earn 26 days of vacation leave and 12 days of sick leave per year.
Faculty Serious Illness Policy at a Glance
For serious illness or major disability of the faculty member or domestic partner that requires the faculty member’s care, each faculty member shall, upon request, be granted up to 60 days of paid leave in a 52 week period. A faculty member granted leave under this policy is not required to use accumulated sick or vacation leave. Not all requests are approved.
Faculty Parental Leave Policy at a Glance
Each faculty member who functions as the primary caregiver for a child and who carries teaching responsibilities shall, upon request, be granted a full semester of leave within twelve months of the birth or adoption of the child. Each faculty member who functions as the primary caregiver for a child and who does not carry teaching responsibilities shall, upon request, be granted up to 15 weeks of leave within 12 months of the birth or adoption of the child. Such leave shall also be paid leave to the extent the faculty member elects to use his/her accrued sick leave and vacation leave.
Limitation on Parental Leave
In any case in which both parents work for the University and are eligible for parental leave, then the aggregate amount of parental leave to which both parents may be entitled in connection with the birth or adoption of a child is limited to one semester or 15 weeks, whichever is applicable to the primary caregiver. Such leave shall be taken by the primary caregiver.
Leave Approval and Appeals
- The award of leave is granted on the recommendation of the Department Chair, with the approval of the Dean. The decision shall be communicated in writing to the faculty member. If the request for leave is denied, the written notification will explain the reasons for denial.
- The faculty member may appeal to the Provost within 10 calendar days of a denial. The decision by the Provost will be communicated in writing to the faculty member no later than 10 calendar days from the date of appeal. The decision of the Provost is final.
Stopping the Tenure Clock
Extensions of the tenure clock may be requested if personal circumstances, such as illness or childbirth, make it impossible to follow the standard tenure and promotion timeline. A request must be initiated at least 24 months before the end of the term to which it will be applied. For example, if you are in your second probationary term as an assistant professor, you must initiate the request no later than the end of your fifth year of service. If you request an extension in the third or fourth year of your initial four-year probationary appointment, you must first successfully undergo your third-year review and renewal before the extension will be granted. An extension can be for up to 12 months, and a second extension for another 12 months is permitted for a maximum of 24 months. View additional information here.
Pregnancy and Lactation Resources
- Incentive program designed to help all newly pregnant subscribers or covered spouses (dependent children are not eligible) have a healthy, full-term baby.
- Participants receive personalized information from a maternity coach and access to numerous maternity resources
- Eligible participants will not pay the inpatient copay for delivery at an in-network certified medical facility or birthing center.
BCBS State Health Plan Breast Pump Benefit
Subscribers with either the 80/20 plan or the 85/15 Consumer Directed Plan are eligible for a free breast pump. You may call the Benefits line at (888) 234-2416 as early as the third trimester to request a pump.
Ameda Breast Pump Discount Program
If interested in receiving a discounted Ameda Breast Pump, contact Ruth Holt at Benefits Services at (919) 962-3055.
All permanent and temporary employees are eligible under this policy.
The University shall provide:
Designated Space — a private space (not a restroom or common area) with a door that can be secured or locked, adequate lighting and seating, and electrical outlets.
Time — Departments may require the employee to use the regularly scheduled paid break time to express breast milk. If additional time is needed, the agency shall make reasonable efforts to allow employees to use paid leave or unpaid time for this purpose.
Storage — Employees will be responsible for storage of the expressed breast milk.
Visit the UNC Lactation Toolkit for support materials, specifically how to approach a supervisor or potential accommodations.
Lactation Locations at UNC
- Four updated location, description and contact information for lactation rooms with UNC Hospitals see table below.
- For updated location, description and contact information for lactation rooms on the main campus.
- List of lactation locations on and off campus.
UNC Hospitals Contact for all UNC Hospital Lactation Rooms.
Directions to all UNC Hospital Lactation Rooms.
**You must provide your own connecting parts for Medela Symphony Pump
Location Available resources**
|Basement, Children’s Hospital||A comfortable chair, end table, sink, Medela Symphony Pump|
|1st Floor Memorial Hospital||A comfortable chair, end table, sink, Medela Symphony Pump|
|3rd Floor Women’s Hospital||A comfortable chair, end table, sink, Medela Symphony Pump|
|3rd Floor Neurosciences Hospital (Old Parking Office)||Curtains, comfortable chairs, end tables, hospital-grade pumps, sink|
|4th Floor Cancer Hospital||A comfortable chair, end table, sink, Medela Symphony Pump|
|4th Floor Memorial Hospital||A comfortable chair, end table, sink, Medela Symphony Pump|
|4th Floor Women’s Hospital||A comfortable chair, end table, sink, Medela Symphony Pump|