The Trustees of the University of Wyoming approved several policy changes for sick leave and parental leave in order to bring the University into compliance with the new federal law governing family and medical leave. Any questions concerning what is considered a serious health condition should be directed to the Human Resources Director. Employees should try to schedule planned medical treatment so as to create a minimum disruption for their unit or department. Employees are encouraged to report to their supervisor on a monthly basis of their progress and intent to return to work at the end of their leave. The State health insurance contributions will be made for all eligible employees who have elected coverage.
Employees retain all accrued benefits while on leave.
Employees should direct benefit questions to the Human Resources Department. 1 Sick leave and donated sick leave are governed by established University policies even when being used under this policy. An employee shall provide to the Human Resources Director certification from the health care provider supporting a claim of inability to return to work for health reasons. Usages for sick leave now include up to six weeks for the birth, first year care, adoption, or state foster placement of a child. This includes both parents even if they are both employed by the University.