Family and Medical Leave: As defined by federal law, it is leave granted to eligible employees because of childbirth or placement of a child through adoption or foster care; due to the serious health condition of a child, spouse or parent; or, in the case of an employee's own serious health condition.
Military Family Leave Protection: As defined by federal law, it is leave granted to eligible employees because of a spouse, son, daughter and/or parent of the employee is on or has been called to active duty in the Armed Forces in support of a “contingency operation” or who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.
Serious Health Condition: is defined by federal law as an illness, injury, impairment, or physical or mental condition that involves either inpatient care in a hospital, hospice or residential medical care facility; or continuing treatment by a health care provider for an illness lasting more than three calendar days.
Serious Injury or Illness: is defined as injury or illness incurred by the member (Armed Forces, National Guard, or Reserves) in the line of duty on active duty in the Armed Forces that may render the member medically unfit to perform the duties of the member’s office, grade, rank, or rating.
Active Duty: is defined as duty under a call or order to active duty under a provision of law in the active military service of the
Contingency Operation: means a military operation designated by the Secretary of Defense as an operation in which members of the armed forces are or may become involved in military actions, operations, or hostilities against an enemy of the United States or against opposing military force or results in the call or order to, or retention on, active duty of members of the uniformed services of this title, or any other provision of law during a war or during a national emergency declared by the President or Congress.
Covered Service Member: means a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.
Next of Kin: is used with respect to an individual, means the nearest blood relative of that individual.
Outpatient Status: is used with respect to a covered service member, means the status of a member of the Armed Forces assigned to the following:
A. a military medical treatment facility as an outpatient; or
B. a unit established for the purpose of providing command and control of members of the Armed Forces receiving medical care as outpatients.
Personal Leave: is defined by state law as leave for vacations and personal business, for the first day of an employee's illness, or for an illness in the employee's immediate family.
Major Medical Leave: is defined by state law as leave for the illness or injury of an employee or member of the employee's immediate family, only after the employee has used one (1) day of personal leave for an absence due to illness, or leave without pay if the employee has no accrued personal leave. Faculty members employed on a nine-month basis may use major medical leave for the first day of absence due to illness. Major medical leave may be used, without prior use of additional personal leave, to cover regularly scheduled visits to a doctor's office or a hospital for the continuing treatment of a chronic disease, as certified in advance by a physician.
Unpaid Leave of Absence: is a period of leave during which an employee receives no compensation from the University. An unpaid leave of absence may not be extended beyond six (6) months.
All regular full-time (50% time or greater) employees of
At the time accrued paid leave is exhausted and an unpaid leave of absence begins, the employee must make arrangements with the Human Resources Department for continuation of benefits coverage, including health, life, dental and other applicable insurances. Service time in the Public Employees' Retirement System of Mississippi or the Optional Retirement Plan is not earned for any period of unpaid leave of absence. Also, personal and major medical leave days are not earned during the unpaid portion of a leave of absence.
An employee who fails to return to University employment at the end of an approved leave of absence will be liable to reimburse the University for Health Insurance Plan insurance premiums paid for the employee during the unpaid leave of absence, unless the failure to return is due to the continuation, recurrence, or onset of a serious health condition, or something beyond the employee's control. Medical certification is required to document reasons for failure to return to University employment following an approved leave of absence.
The employee requesting family and medical leave or service member family leave must provide his/her department head with a certificate from a physician of a serious health condition for the employee's own health or that of a family member or of the next of kin of an individual in the case of leave taken for a service member. Certification must include:
1. the date on which the serious health condition began;
2. the probable duration of the condition;
3. appropriate medical facts regarding the condition;
4. if appropriate, a statement that the employee is needed to care for a spouse, parent or child (along with an estimate of time required); or, that the employee is unable to perform his or her job duties; and,
5. in the case of intermittent leave, the dates and duration of the treatments to be given.
The employee requesting military family leave protection must provide a certification issued by the Secretary of Defense the notification or impending call or order to active duty in support of a contingency operation. The employee must provide such notice to the employer in a foreseeable, reasonable and practicable manner.
If a department head questions the validity of the certification provided, he/she may require, at the department's expense, the employee obtain the opinion of a second health care provider designated or approved by the department head. The selected health care provider cannot be an employee of the University. In the case of childbirth or placement of a child through adoption or foster care, certification must include:
In order to minimize disruptions to the work environment, employees are encouraged to provide their department heads with as much advance notice as possible when there is a need for family and medical leave. After a period of leave due to their own serious health condition, employees must present medical certification to indicate their ability to return to work. Upon return to work, employees contact the Human Resources Department about reinstatement of benefits.