We want to hear from you! Take the survey.
How do you use It’s Your Yale? How can it be improved? Answer for a chance to win Yale swag.
Resources
If you have immediate questions about an absence or accommodations situation in your unit, please contact your Human Resources Business Partner.
To obtain leaves of absence paperwork, please contact The Standard by either calling a representative from The Standard (203-432-5552, press option #1) or initiating a request online on The Standard website. View further details on requesting a Leave of Absence.
The Americans with Disabilities Act Amendments Act of 2008 (ADAAA) was legislation passed in September 2008. The law expanded the population that would be considered disabled under the original Americans with Disabilities Act (ADA).
The Americans with Disabilities Act (ADA) is a component of employment law that prevents workplace and hiring discrimination against employees with disabilities.
Under the ADAAA, employers are required to consider requests for reasonable accommodations that might assist an employee in performing the job.
The federal Family and Medical Leave Act (FMLA) provides eligible staff members with up to 12 work weeks of unpaid, job-protected leave within a 12-month period, and requires health benefits to be maintained during the leave.
Connecticut FMLA allows for 12 weeks of leave over a 12-month period. Both laws are applicable to eligible staff members and run concurrently. The 12 month period begins on the first day of the leave, and FMLA allotments are allocated at the same time. Caregiver, military exigency and military caregiver leaves are granted under the FMLA and CT FMLA only.
- For example: If you begin a continuous leave of absence on January 1st, and are eligible for both Federal and State FMLA, the Federal 12 week allotment and CT 12 week allotment run simultaneously. This means, after 12 weeks of Federal and Connecticut time, your FMLA leave expires around the end of March. Depending on the type of leave, you may be eligible for additional leave time, beyond FMLA, under Yale policies. For example, Yale child rearing leave allows for 26 weeks in total.
This example outlines time away from work on an approved continuous leave of absence. It does not correlate to pay. Depending on the type of leave, there are different pay options available. Some types of leaves may be affiliated with income replacement programs. See the Types of Leaves page.
Eligibility
A staff member must meet these two eligibility requirements for leave under Federal FMLA. The staff member must have:
- Worked for Yale for at least 12 months
- Worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave (federal).
- Note: There is no hours worked requirement for the state of CT. However, individuals must be employed for at least 3 months.
See the state of Connecticut’s explanation of the difference between FMLA and PFML: CTPL vs CT FMLA in English (with voiceover) - YouTube
Several states now offer income replacement programs for qualified leaves of absences from work. Depending on your work location, you may be eligible for these benefits.
Please visit the Income Replacement Programs page for information on each state program.
Yale Resources
- Leaves of Absence 101: Staff Webinar
- Intermittent Leave of Absence (LOA)
- Continuous Leave of Absence (LOA)-CT & SEC
- Continuous Leave of Absence (LOA)-SM
- Continuous Leave of Absence (LOA)-Police
- Continuous Leave of Absence (LOA)-MP
- Maternity Information Flyer | Short-term Disability (STD) Child Rearing - M&P
- Child Rearing Leave Checklist