As you reference the proration chart in the PMLA policy, here are a few examples of how proration would work:
Example 1: Hire date June 15, 90-days = September 13, employee is credited with 40 hours.
Example 2: Hired March 31, 90-days = June 29, employee is credited with 0. As of July 1, employee is credited with 40 hours for new fiscal year.
I was just hired into a PMLA-eligible position, do I receive any paid medical leave to use right away?
No. You must wait until after 90 calendar days following your start date before being able to use paid medical leave.
If I'm an eligible employee and use all my time off, does this mean I am now eligible for more hours under the PMLA?
No. In this case, you are simply out of time off.
If I work 90 days and am eligible to take the 40 hours, but then I leave that temp position, does the 90-day clock restart if I start somewhere else at the University as a temp with no break in service?
Does it matter how many hours (or what percent time) I work per week if I am a non-union temporary employee?
If I'm an eligible employee, can I take the last week of my appointment to be a paid week off to use this time?
Leave regarding sexual assault and domestic violence
Paid leave may be used if the employee or employee’s family member is a victim of domestic violence or sexual assault:
- for medical care,
- for psychological or other counseling for physical or psychological injury or disability, to obtain services from a victim services organization,
- to relocate due to domestic violence or sexual assault,
- to obtain legal services,
- to participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault.
What documentation can my supervisor ask for if I request leave related to domestic violence or sexual assault?
Supervisors can ask for documentation that the paid medical leave has been used for these purposes related to sexual assault and domestic violence. The following types of documentation are satisfactory for this purpose:
- Police report indicating that you or your family member was a victim of domestic violence or sexual assault.
- Signed statement from a victim and witness advocate affirming that you or your family member is receiving services from a victim services organization.
- Court document indicating that you or your family member is involved in legal action related to domestic violence or sexual assault.
Are supervisors restricted in terms of what information they can request to verify the need for leave related to sexual assault and domestic violence?
Yes. Supervisors cannot request documentation related to leave for sexual assault or domestic violence that includes details of the violence or sexual assault.
Support staff who already accrue paid medical leave
If I am a support staff employee who already earns paid sick, vacation and personal time, how does the act apply to me?
The act does not require providing additional leave; rather, it allows employees to use paid time off for reasons related to domestic violence and sexual assault, and for some of these employees, the definition of family member is broader than currently defined by contract. The Support Staff Policy & Procedure for Sick Time has been revised to reflect these two changes.
If I am a support staff employee and use up all my time off, does this mean I am now eligible for more hours under the PMLA?
No. In this case, you are simply out of paid time off.
What are the new provisions in the Support Staff Policy & Procedure for Sick Time regarding the expanded family member definition?
“Family member” in the Support Staff Policy & Procedure for Sick Time (and the PMLA policy) includes:
- a biological, adopted or foster child, stepchild or legal ward, or a child to whom the employee stands in loco parentis
- a biological parent, foster parent, stepparent, or adoptive parent or legal guardian of an employee or an employee’s spouse or an individual who stood in loco parentis when the employee was a minor child
- an individual to whom the employee is legally married under the laws of any state
- a grandparent or a grandchild
- a biological, foster or adopted sibling
I am a support staff employee who is exempt from the act’s requirements altogether (such as FLSA-exempt staff). Is MSU extending the additional reason for leave to me as well?
Yes. MSU made the decision to extend this reason for taking leave to all support staff, regardless of whether you are exempt from the act’s requirements.
Faculty & Academic Staff
No. You are exempt from the PMLA’s coverage. However, MSU made a determination that it would apply the provision related to domestic violence and sexual assault to FAS as well. Thus, if you request time off for the reasons set forth above under domestic violence and sexual assault, it should be granted as an additional reason for taking time off under FAS sick leave programs.
No, not at this time.
No. You may use paid leave in full hour or tenth of an hour (6 minute) increments.