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University Office of Human Resources FMLA and VESSA Training.

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Presentation on theme: "University Office of Human Resources FMLA and VESSA Training."— Presentation transcript:

1 University Office of Human Resources FMLA and VESSA Training

2 Agenda Introductions & Objectives Housekeeping Review Packet Materials/Handouts FMLA Policy Overview VESSA Policy Overview Banner Reporting (FMLA & VESSA) Questions and Answers Wrap Up

3 Family and Medical Leave (FMLA) Policies University Policy Amended at 2/13/03 Board Of Trustees meeting Policy and Rules Rule Regulations –

4 Background Family and Medical Leave Act is designed to help employees balance the demands of the workplace with the needs of families and to promote stability and economic security of families.

5 Background FMLA provides protection for the employee and for the employer. It is in the best interest of the employer to charge qualifying absences against employees FMLA entitlement whenever possible.

6 FMLA Eligibility To be eligible for up to 12 workweeks of paid and/or unpaid FMLA leave, employees must: have been employed by the University for at least 12 months; and, have performed at least 1,250 hours of service during the previous 12-month period

7 FMLA Entitlement FML shall be granted for the following purposes: For the birth of a child of the employee. For the placement of a child with the employee for adoption or foster care. Serious health condition of the employee or for care of a spouse, child, or parent of the employee who has a serious health condition.

8 Leave Schedule Leave may be taken as: Block of time – employee is on leave 100% time Intermittent – leave that is taken in separate blocks of time for a single qualifying reason Reduced Schedule – employee reduces the number of hours/days from their normal schedule

9 Approval to Take FMLA Leave The employee shall provide the supervisor with not less than 30 calendar days notice before the date the leave is to begin. If not foreseeable 30 days in advance, the employee shall provide verbal notice within two working days of learning of the need for leave, or as is practicable.

10 FMLA Application and Medical Certification The FMLA Application must be completed by the employee and submitted to his/her supervisor prior to the onset of leave, if practicable. Medical Certification issued by the employees or the family members health care provider shall be required to support a request for Family and Medical Leave for a serious health condition. An employees failure to provide required certification within 15 calendar days may result in delay or denial of leave.

11 Benefits Continuation while on FMLA Leave Coverage of group health and dental insurance shall be continued for the 12-week duration. An employee may continue other voluntary University benefits that are paid by the employee.

12 FMLA Leave in Banner The actual use of FMLA hours is tracked by earnings codes for Civil Service staff, which determines the employees pay status and benefits eligibility. Logistics about the FMLA leave are tracked in Banner for both Civil Service and Academic staff via the PEAFMLA form. The PZAELOA form is also completed by the Unit for unpaid or partial paid FMLA leaves.

13 FMLA Earnings Codes for Exempt/Nonfeeder Civil Service FSR Family Leave Sick (rdg) FVR Family Leave Vacation (rdg) FPR FMLA Parental Leave (rdg) FLE Family Lv (FMLA) Unpaid (rdg) FHR Family Leave Holiday (rdg) FFR FMLA Floating Holiday (rdg)

14 FMLA Earnings Codes for Nonexempt and Exempt Feeder System Civil Service FLS Family Leave Sick FLV Family Leave Vacation FPL FMLA Parental Leave FLU Family Leave Unpaid (FMLA) FMH Family Leave Holiday (FMLA) FMF Family Leave Floating Holiday

15 FMLA/VESSA Earnings Codes for Civil Service CVV - FMLA/VESSA Leave Vacation CVR - FMLA/VESSA Leave Vacation - (rdg) CVS - FMLA/VESSA Leave Sick CSR - FMLA/VESSA Leave Sick (rdg) CVU - FMLA/VESSA Leave Unpaid CUR - FMLA/VESSA Leave Unpaid (rdg) CVH - FMLA/VESSA Leave Holiday CHR - FMLA/VESSA Leave Holiday (rdg) CVF - FMLA/VESSA Leave Floating Holiday CFR - FMLA/VESSA Leave Floating Holiday (rdg)

16 Tracking FMLA Leave in Banner The employees Home department completes the PEAFMLA form for all employees on FMLA leave. PEAFMLA tracks the duration and reason for the leave, and ensures the proper FMLA forms have been completed. PEAFMLA is completed at the beginning and at the end of the leave.

17 Tracking FMLA Leave in Banner PZAELOA is completed by the Unit for all partial-pay or unpaid FMLA leaves. PZAELOA must be completed for each job the employee is taking leave with partial pay or without pay.

18 FMLA Audit Reports Audit reports will be available to verify consistent and accurate usage of PEAFMLA and PZAELOA forms for employees on leave. Reports will be available through EDDIE.

19 FMLA Review Employees with hours of work in the last 12 months and year(s) of service are eligible for FMLA leave rolling The University recognizes a year to determine the 12-month eligibility period.

20 FMLA Process Mary Smythe, Secretary III, has requested to use FMLA leave for the birth of a child. Mary worked 1950 hours in the last 12 months and has worked for the University for three years. Mary plans to take leave for twelve continuous weeks beginning March 3 through May 27. Mary will be using parental and accrued sick and vacation leave to continue in pay status during her leave.

21 FMLA Banner Demonstration (Beginning Leave)

22 FMLA/VESSA Leave Usage Report Supplemental tool to assist units with tracking FMLA and/or VESSA leave hours for any 12-month period and/or event. Downloadable EXCEL spreadsheet available in DART. Will replace the paper FMLA/VESSA Leave Usage Report.

23 FMLA/VESSA Usage Report Demonstration

24 FMLA Banner Demonstration (Returning from Leave)

25 FMLA/VESSA Usage Report Demonstration (Returning from Leave)

26 FMLA Conclusion Questions/Break

27 Victims Economic Security and Safety Act (VESSA) Policies Academic Policy Effective for all campuses Policy and Rules Rule Regulations –

28 VESSA VESSA grants all employees in the State of Illinois who are victims of domestic or sexual violence or who have a family or household member who is a victim, up to 12-weeks of leave per 12- month period.

29 Background Victims Economic Security and Safety Act was established to promote the States interest in reducing: Domestic Violence Dating Violence Sexual assault Stalking by enabling victims of domestic or sexual violence to maintain the financial independence necessary to leave abusive situations

30 Background continued To achieve safety To minimize the physical and emotional injuries from domestic or sexual violence To reduce the devastating economic consequences of domestic or sexual violence to employers and employees.

31 VESSA Posting Requirements Employers covered by this Act shall post and keep posted, in conspicuous places where notices to employees are customarily posted, summarizing the requirements of this Act and information pertaining to the filing of a charge. Link to website: vessanotice.pdf vessanotice.pdf

32 VESSA Eligibility All employees are eligible for 12 weeks for any 12-month period. The 12-month period begins the first time VESSA leave is taken after completion of any previous 12-month period.

33 VESSA Entitlement VESSA leave shall be granted for the following purposes: To seek medical help and recovery. To obtain victims services. Participate in safety planning or economic planning.

34 Approval to Take VESSA Leave The employee shall provide the supervisor with a 48 hour notice in advance, unless providing such notice is not practicable.

35 VESSA Application The VESSA Application must be completed by the employee and submitted to his/her supervisor. Other means of certification that is required may be in the form of: A sworn statement of the employee (this is satisfied by completion of the VESSA application); and, Other approved forms of documentation.

36 FMLA Medical Certification The FMLA Medical Certification is required if the reason for VESSA leave is for a serious health condition of themselves or immediate family member related to the VESSA event. If applicable, provisions under the FMLA University Policy and Policy and Rules policies shall be followed.

37 Benefits Continuation while on VESSA Leave Coverage of group health and dental insurance shall be continued for the 12- week duration. An employee may continue other voluntary University benefits that are paid by the employee. Civil Service employees continue to accrue seniority while on VESSA leave.

38 VESSA Leave in Banner The actual use of VESSA hours is tracked by earnings codes for Civil Service employees, which determine the employees pay status and benefits eligibility. VESSA hours are not reported for Academics on VESSA leave.

39 VESSA Earnings Codes for Exempt/Nonfeeder Civil Service VVR - VESSA Leave Vacation (rdg) VSR - VESSA Leave Sick (rdg) VUR - VESSA Leave Unpaid (rdg) VHR - VESSA Leave Holiday (rdg) VFR - VESSA Leave Floating Holiday (rdg)

40 Earnings Codes for Nonexempt and Feeder Civil Service VLV - VESSA Leave Vacation VLS - VESSA Leave Sick VLU - VESSA Leave Unpaid VLH - VESSA Leave Holiday VLF - VESSA Leave Floating Holiday

41 FMLA/VESSA Earnings Codes for Civil Service CVV - FMLA/VESSA Leave Vacation CVR - FMLA/VESSA Leave Vacation - (rdg) CVS - FMLA/VESSA Leave Sick CSR - FMLA/VESSA Leave Sick (rdg) CVU - FMLA/VESSA Leave Unpaid CUR - FMLA/VESSA Leave Unpaid (rdg) CVH - FMLA/VESSA Leave Holiday CHR - FMLA/VESSA Leave Holiday (rdg) CVF - FMLA/VESSA Leave Floating Holiday CFR - FMLA/VESSA Leave Floating Holiday (rdg)

42 VESSA Tracking in Banner PZAELOA is completed by the Home department for all VESSA leaves. PZAELOA must be completed for each job the employee is taking VESSA leave. Leave code VS Leave VESSA is used in PZAELOA for employees on VESSA leave.

43 VESSA Audit Reports Audit reports will be available to verify consistent and accurate usage of the PZAELOA form for employees on leave. Reports will be available through EDDIE.

44 VESSA Review Which type of University employee is eligible for VESSA leave? Only employees working 1250 hours. Only full-time employees. Only employees with at least one year of service. All employees

45 VESSA Process John Smythe, Assistant Professor, has requested to use VESSA leave for a family member. John will be using vacation leave to continue in pay status. He will be on leave from March 18 and scheduled to return on April 2.

46 VESSA Banner Demonstration

47 FMLA/VESSA Leave Usage Report The DART FMLA/VESSA Leave Usage Report is used throughout the VESSA leave.

48 FMLA/VESSA Usage Report Demonstration (Returning from Leave)

49 VESSA Banner Demonstration (Returning from Leave)

50 FMLA/VESSA Usage Report Demonstration (Returning from Leave)

51 Similarities Between FMLA and VESSA Leave 12-week entitlement per 12-month period. Application and approval process. Benefits continuation. Restoral to equivalent position. Seniority accrual. Reporting needs.

52 Differences Between FMLA and VESSA Employee eligibility. Employees relationship to the covered recipient. Notification requirements. Certification providers. Earnings codes. Tracking in Banner.

53 FMLA & VESSA Review When do I count a VESSA leave as also an FMLA leave? You should always count VESSA leave as FMLA leave. When the VESSA leave is taken to seek legal advice. When VESSA leave is taken for a serious health condition of the employee or immediate family member. VESSA leave should never be counted as FMLA leave. When VESSA leave is taken for a serious health condition of the employee or immediate family member.

54 Web Resources (NESSIE) Leave Provisions and Information https://nessie.uihr.uillinois.edu/cf/leave/index.cfm https://nessie.uihr.uillinois.edu/cf/leave/index.cfm Leave Forms https://nessie.uihr.uillinois.edu/cf/leave/index.cfm? Item_ID=1413&rlink=1194 https://nessie.uihr.uillinois.edu/cf/leave/index.cfm? Item_ID=1413&rlink=1194 Benefits continuation through COBRA https://nessie.uihr.uillinois.edu/cf/benefits/index.cf m?Item_ID=49 https://nessie.uihr.uillinois.edu/cf/benefits/index.cf m?Item_ID=49 Policy Administration https://nessie.uihr.uillinois.edu/cf/policies/index.cf m?Item_id=386 https://nessie.uihr.uillinois.edu/cf/policies/index.cf m?Item_id=386

55 Web Resources (DART) Banner Leave Processing https://hrnet.uihr.uillinois.edu/dart- cf/index.cfm?Item_id=1697 https://hrnet.uihr.uillinois.edu/dart- cf/index.cfm?Item_id=1697 Banner Job Aides https://hrnet.uihr.uillinois.edu/dart- cf/index.cfm?Item_id=2034 https://hrnet.uihr.uillinois.edu/dart- cf/index.cfm?Item_id=2034 Frequently Asked Questions about Leave Processing https://hrnet.uihr.uillinois.edu/dart- cf/index.cfm?Item_id=2118https://hrnet.uihr.uillinois.edu/dart- cf/index.cfm?Item_id=2118

56 Conclusion Questions?


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