The primary purpose of the Family and Medical Leave Act of 1993 (FMLA) and subsequent amendments is to assist employees in balancing work and family life. The University of Michigan has long recognized the importance of providing assistance to employees in meeting legitimate family obligations. As a result, longstanding University policy and practice provide for a generous amount of paid and unpaid time away from work for the reasons recognized by the FMLA.
The University’s FMLA policy does not affect an employee’s use of paid or unpaid time away from work. University policy and practice will be adhered to as they relate to an employee’s use of paid and unpaid time away from work. The University’s FMLA policy provides for additional rights, responsibilities and obligations that augment other University policy and practice. As such, the University’s FMLA policy should be read in relation to relevant University policy and practice regarding employee time away from work.
The University of Michigan will not interfere with an employee’s rights under the FMLA. A lawful exercise of FMLA rights cannot be used as a basis for employee discipline or any other action that negatively impacts the employment status of an employee of the University of Michigan.