LEAVE REQUEST
* No email addresses or other personal data is stored by this website. Any personal information is only used during form creation and for sending information to you. It is not stored at any time during the request process.
Parental Leave: Parental Leave. Parental leave will be provided to full-time employees who have completed 12 months of employment prior to the birth of a child or adoption of a child in order to care for and bond with a newborn or a newly adopted or newly placed child. Parental Leave shall run concurrently with any Family and Medical Leave (FML) that the employee has available. Four (4) weeks of approved paid Parental Leave may be taken within the six month period immediately following the birth, adoption, or placement of a child with the employee. In no case will an employee receive more than 4 weeks of Parental Leave in a rolling 12-month period regardless of whether more than one birth, adoption or foster care placement occurs. If a husband and wife are both employed by the Authority, they are entitled to a combined four (4) weeks of Parental Leave. Employees must take Parental Leave in one continuous period.
FMLA: Under FMLA, you are eligible for a maximum of 12 weeks of FMLA leave in a 12 month period if you have been employed by UTA for at least 12 months and worked at least 1,250 hours during the previous 12 months. Medical certification is required within 20 days of the date of this request. If the request for FMLA leave is due to your serious health condition, the health condition of an immediate family member or the birth or adoption of a child. Recertification may be required on a periodic basis. While on FMLA leave, UTA will maintain your benefits by continuing to pay the employer’s portion of the premium. The employee’s contribution will continue to be deducted from any paychecks you receive while you are on paid leave. Any employee’s contribution to the premium that accrues in arrears will be due immediately upon your return to work. If you exhaust FMLA, you will be notified of your COBRA rights.
Military Leave Entitlements as they relate to FMLA:
Employees with a spouse, son, daughter, or parent of a military service member on active duty, or on notice of an impending call to active duty to a foreign country, are eligible for up to 12-weeks of unpaid leave in a 12 month period based on “any qualifying exigency”. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
If you are the spouse, son, daughter, parent or "next of kin" of a military service member who is injured in the line of duty, or who develops a serious medical condition within 5 years from his / her date of discharge, the Authority will grant up to 26-weeks of unpaid leave in a rolling 12 month period to care for the injured family member.
In order to qualify for leave pursuant to the new amendments, an employee still must comply with other provisions of the FMLA. If an employee requests FMLA leave to care for an injured service member and that employee has already taken FMLA leave in the past 12 months, the 26-week leave period will be reduced by the amount of leave previously taken.
Federal Emergency FMLA Expansion Act: You have a right under the Emergency Family and Medical Leave Expansion Act (EFMLEA) to care for a child under the age of 18 whose school or place of care is closed due to COVID-19 reasons. You will receive up to 2 weeks of paid leave at 2/3 your rate up to $200/daily. If you have been employed with UTA for at least 30 days prior to your request, you may be eligible for an additional 10 weeks of partially paid at 2/3 your rate in expanded medical leave. The total amount of the leave benefits is $12,000.
Military Leave: A Military Leave of Absence will be granted if an employee is absent in order to serve in the Uniformed Service of the United States for a period of up to five years (not including certain involuntary extensions of service). An employee is eligible for Military Leave beginning the first day of employment. Employees who perform and return from Military Service will retain certain rights with respect to reinstatement, seniority, layoffs, compensation, length of service promotions and length of service pay increases, as required by applicable Federal or State law. Employees will not be discriminated against in any area of employment because of past, current or prospective military service. Employees on a Military Leave may continue their health insurance through the provisions of COBRA. If the employee elects COBRA, the employee is responsible to pay the amount normally deducted from the employee’s paycheck. The Authority will pay the employer’s portion for a period of up to six months.
Employees will be reimbursed for the difference between the military rate of pay and his or her regular rate of pay up to a maximum period of six months each time the employee is called to active duty or required military training but no more than the actual number of days on active duty.
Non-Renewable Leave (Bargaining Unit Employees Only): An employee declared unfit for service who has completed five or more years of service and has exhausted their FMLA, shall be given a non-renewable leave of absence for a period not to exceed 12 months. An employee declared unfit for service who has completed 15 years of service shall have an additional three months of non-renewable leave added to their non-renewable leave balance. An employee declared unfit for service who has completed 25 or more years of service shall have additional six months of non-renewable leave added to their non-renewable leave balance. All non-renewable leave is cumulative over the course of the employee's employment with UTA. For the purpose of calculating non-renewable leaves, an employee's absences prior to January 1, 2000 will not count towards the cumulative total.
Personal Leave: Personal Leaves should not be used for medical reasons, refer to FMLA. Personal Leaves can be used to care for a family member with a serious health condition if you do not qualify for FMLA coverage. Please be aware a personal leave may impact your eligibility for group health benefits, if this is the case, you will be notified of your COBRA rights. Part-Time Bargaining Unit employees are not eligible for Personal leave, but may be omitted from work schedules for an agreed upon period of time subject to manager’s approval.
ADA Medical Leave: Employees who are not eligible for leave under the FMLA and are unable to work because of a qualifying disability for their own serious health condition may request a reasonable accommodation under the Americans with Disabilities Act (ADA), which may include leave or other type of reasonable accommodation. Requests for an accommodation typically require medical certification and should be directed to the Human Resources Generalist for their business unit.