| TYPE OF LEAVE |
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| YOUR OWN MEDICAL CONDITION |
CONTINUOUS LEAVE
Continuous leave is taken as a consecutive period of time, with all details predetermined, including the first date of leave and the date the employee will return to work. |
INTERMITTENT LEAVE
Intermittent leave allows employees to take leave in shorter periods, on and off, or in reduced work hours. |
| ELIGIBILITY & ENTITLEMENTS |
There are several types of continuous leave entitlements available to UCI employees:
- Family Medical Leave Act (FMLA)
- California Family Rights Act (CFRA)
- Bargaining Unit Leave- Employees represented by a bargaining unit
- Pregnancy Disability Leave (PDL)
To be eligible for FMLA or CFRA Continuous Leave for your own medical condition you must:
- Be employed with UC for 12 months.
- Have worked 1250 hours within the past 12 months.
If you are represented, see eligibility requirements for your bargaining unit.
If you do not meet eligibility requirements for a leave entitlement for your own medical condition, Leave as an Accommodation may be available.
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There are several types of Intermittent leave entitlements available to UCI employees:
- Family Medical Leave Act (FMLA)
- California Family Rights Act (CFRA)
To be eligible for FMLA or CFRA Intermittent Leave for your own medical condition you must:
Be employed with UC for 12 months.
- Have worked 1250 hours within the past 12 months.
If you do not meet eligibility requirements for a leave entitlement for your own medical condition, Leave as an Accommodation may be available.
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| REQUIRED DOCUMENTATION |
- For all non-academic personnel - Sedgwick will request required medical documentation from your medical provider to support the need for your continuous leave. It is your responsibility to connect with your medical to provider to get the documentation completed and sent back to Sedgwick.
- When you are ready to return to work, you will be required to provide a release to return to work form with or without restrictions prior to returning to work.
- For Academic personnel please work with your UCI Leave Analyst.
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- For all non-academic personnel - Sedgwick will request required medical documentation from your medical provider to support the need for your intermittent leave. It is your responsibility to connect with your medical to provider to get the documentation completed and sent back to Sedgwick.
- For Academic personnel please work with your UCI Leave Analyst.
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| PAY OPTIONS & BENEFITS IMPACT |
Based on your entitlements and Collective Bargaining Agreement, you may be able to use the following accruals or paid benefits:
- Accruals (Sick/Vacation)
- Catastrophic Leave
- Basic Short-Term Disability
- Voluntary Short-Term Disability
- Unpaid
While you are out on a Continuous Leave for your own medical condition:
- For UCI Health and Community Network employees in API: the Leave of Absence team will lock your timecard and manage it throughout your leave.
- For Campus employees: please work with your department contact around completing your timecard.
- For COHS employees: Your Leave Analyst will guide you through coding your timecard.
Once you have been off work for 6 months, you will be required to pay full premiums on your health benefits.
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Based on your entitlements and Collective Bargaining Agreement, you may be able to use the following accruals or paid benefits:
- Accruals (Sick/Vacation)
- Unpaid
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| RETURN TO WORK & TRANSITIONAL WORK |
When you are ready to return to work from Continuous Leave, you will be asked if you need to return to work with restrictions, or if you are cleared to return to work full duty.
- If returning to work with restrictions, you will be referred to the Sedgwick Accommodation team/Disability Management Specialist to engage in the Interactive Process.
- If you are returning to work full duty, you will be asked to provide a full duty release medical note from your provider.
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Release to return to work is not required for intermittent time off. |
| ADDITIONAL RESOURCES |
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