Intermittent or Reduced Work Schedules FMLA leave for an employee's or a family member's serious health condition may be taken intermittently or as a reduced work schedule if medically necessary. The supervisor may require that parental leave be taken in one continuous period of time away from work. Confidentiality Employees may be required health care provider certification of the need for leave due to a personal or family member's serious health condition. Periodic recertification may be requested. Employee's are not required to disclose the diagnosis of a medical condition to the supervisor.
Medical information is confidential.
University policy requires that all medical information be kept in Human Resources, separate from the employee's regular personnel file. Any medical information an employee may submit is sent to the local Human Resources Office or Human Resources Consultant, and not retained in the employing department. During a leave covered by the FMLA, employees who receive employer paid basic insurance benefits have the employer paid portion of the benefits coverage continued. However, the employee remains responsible for any insurance co-payments, extra premiums to cover family members, life insurance, long term disability insurance, parking fees, or other payroll deductions while on leave. Employee's whose leave extends beyond the period covered by the FMLA will have benefits coverage continued for each month that the employee is in pay status for at least eight hours.