Sick, Parental, and Family Care (SPF) Absence Policy Information For AFSCME and PSSU Employees

2 Questions To Be Answered What is SPF Absence? Are all employees eligible to use SPF? How much SPF is available? Must I use paid leave? When is the new provision effective? What are my responsibilities? What else do I need to know? Where do I go for assistance?

3 Explanation of SPF Absence Policy

4 SPF Absence An SPF Absence is a paid or unpaid absence from work with benefits for any of the following reasons:  For the employee’s own injury or disability or treatment for an injury or disability that is due to a serious health condition as defined by the Family & Medical Leave Act (FMLA) of 1993;  For a qualifying family member’s serious health condition when the employee is attending to the medical needs of the family member; or  For the birth, adoption, or foster care placement of a child.  SPF Absence provisions do not apply to paid sick leave unless used for one of the reasons above. NOTE: SPF Absences, in general, are covered by the Family and Medical Leave Act and are also designated as FMLA Leave under the provisions of the FMLA.

5 SPF Absence Eligibility To be eligible for an SPF Absence, an employee must have:  One year of service (26 pay periods of leave service credit)  Worked 1250 hours in the 12 months preceding the first absence  Hours include: regular and overtime hours worked, and all hours of military absence  Hours do not include: paid absences, unpaid absences, and holidays

6 SPF Absence Eligibility Determination An employee’s eligibility is evaluated and determined for each new SPF event (which is a new or different medical condition or reason for using SPF absence). Employees remain eligible for each SPF event for one year, at which time eligibility is re-evaluated.

7 SPF Absence Entitlement Once eligibility is determined, an employee is entitled to up to six months* of SPF Absence within a rolling year for all SPF Absence events.  Six months is: hr for employees who work 7.5 hours per day 1,048 hr for employee who work 8.0 hours per day Prorated amount for part-time employees  A rolling year is the 12 month period preceding the date of the absence. * When more than six months of paid leave is available, the entitlement is not limited to six months.

8 SPF Absence Entitlement (continued) Intermittent or reduced-time use of SPF Absence is available only during the first 12 weeks of the six month entitlement in a rolling year.  Twelve weeks is: 450 hr for employees who work 7.5 hours per day 480 hr for employees who work 8.0 hours per day Prorated amount for part-time employees

9 Paid SPF Absence All forms of paid leave used as SPF Absence reduce the six month SPF Absence entitlement. – All applicable accrued paid sick leave is required to be used. (mandatory) – Accrued annual, personal, and holiday leave may be used. (optional) – Anticipated annual, personal and sick leave may be used in accordance with anticipation policies. (optional) All forms of paid leave, if required or if chosen to be used, must be taken before using unpaid SPF Absence.

10 Effective Date The new provisions become effective January 1,  Employees using full-time sick, parental or family care leave without pay on December 31, 2007 will continue to use the remainder of that absence entitlement under the old provisions until the employee returns to work.  Employees with absences beginning on or after January 1, 2008 will be covered under the new SPF Absence provisions.

11 Employee’s Responsibilities If you or a family member has a serious health condition, you have the following responsibilities:  Notify your supervisor of the need to use SPF Absence at least two weeks in advance, if possible.  Upon request, provide completed forms in a timely manner.  Follow your organization’s call-off notification policy.  Manage your absences to avoid needing to use any unpaid absence.

12 Who Can I Contact with Questions? Each University has designated an SPF Coordinator. This person is available to assist with any questions you may have about the SPF Absence policy. Contact your Human Resources Offices for information on the designated SPF Coordinator for your University.