Family and Medical Leave Act
NEW WFMLA PROVISIONS: Effective June 30, 2009, The Wisconsin Family and Medical Leave Act (WFMLA) was expanded to include an employee’s right to take up to two weeks of job-protected leave to care for a seriously ill domestic partner or a domestic partner’s parent. It does not extend to children of the domestic partner unless the children are legally adopted by the employee. There is no domestic partner coverage available under the federal Family and Medical Leave Act (FMLA).
The Family Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave. UW-Green Bay employees are covered by the Federal Family and Medical Leave Act (FMLA) if they have been employed by the state for at least 12 months, and have worked for the state at least 1,250 hours during the previous 12 months.
The Wisconsin Family and Medical Leave Act (WFMLA) provides for certain employees with up to ten workweeks per year of unpaid job-protected leave with continued medical benefits as follows:
- Up to six weeks of unpaid leave for the birth or adoption of a child, to begin within 16 weeks of the birth or placement of that child. No more than one six-week period per child.
- Up to two weeks of unpaid leave for the care of a child, spouse, domestic partner or parent with a serious health condition. Your employer may require certification from a health care provider.
- Up to two weeks of unpaid leave in a 12-month period for your own serious health condition that makes you unable to perform your duties. Your employer may require certification from a health care provider.
For comprehensive information regarding FMLA please review the following resources.
Employee Notice
FMLA Fact Sheet
WFMLA Fact Sheet
Employee Rights and Responsibilities
Return to Work Certification
Additional Resource (UW System Administration)
W/FMLA FORMS
Employee Request Form - An employee completes this form to request FMLA and/or WFMLA leave. An employee who requests WFMLA leave to care for a domestic partner or a domestic partner’s parent must complete this form in order to certify the domestic partnership for WFMLA purposes.Certification Forms:
Employee’s Serious Health Condition - Employee's health care provider must complete this form to certify the employee's serious health condition.
Employee's Serious Health Condition (WFMLA Only) - If an employee is taking a WFMLA only leave (employee does not qualify for federal FMLA), the employee should use this WFMLA compliant form to certify his or her own serious health condition.
Family Member’s Serious Health Condition - The employee's family member's health care provider must complete this form to certify the family member's serious health condition.
Family Member's Serious Health Condition (WFMLA Only) - If an employee is taking a WFMLA only leave (employee does not qualify for federal FMLA), the employee should use this WFMLA compliant form to certify a family member's serious health condition.
Serious Injury or Illness of Covered Servicemember for Military Family Leave - An employee must complete this form if the employee requests FMLA-protected leave to care for a covered military servicemember who is a family member or next of kin and who is seriously ill or injured due to military service.
Qualifying Exigency for Military Family Leave - An employee must complete this form to certify the exigency that was created because a family member was called to active military duty from a reserve status.
Coordination of leave benefits can be complicated. Please contact the Office of Human Resources to discuss options and eligibility 465-2390.