{"id":7908,"date":"2024-03-25T16:14:53","date_gmt":"2024-03-25T20:14:53","guid":{"rendered":"https:\/\/www.montclair.edu\/human-resources\/?page_id=7908"},"modified":"2025-11-21T10:19:38","modified_gmt":"2025-11-21T15:19:38","slug":"military-leave","status":"publish","type":"page","link":"https:\/\/www.montclair.edu\/human-resources\/military-leave\/","title":{"rendered":"Military Leave"},"content":{"rendered":"<p><strong>Qualifying Exigency Leave<\/strong><\/p>\n<p><span style=\"font-weight: 400\">An eligible employee may use up to 12 workweeks of FMLA leave for certain reasons, known as qualifying exigencies, when their spouse, child, or parent is on covered active duty or under an impending call to covered active duty.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">For a member of the Regular Armed Forces, covered active duty means duty during deployment with the Armed Forces to a foreign country.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">For a member of the National Guard or Reserves, covered active duty means duty during deployment with the Armed Forces to a foreign country under a call or order to active duty in support of a contingency operation.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Qualifying exigencies include, but are not limited to:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Making childcare arrangements for the military member\u2019s child,\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Attending certain military ceremonies and briefings, or\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Making financial or legal arrangements to address a military member\u2019s absence.<\/span><\/li>\n<\/ul>\n<p><strong>Military Caregiver Leave<\/strong><\/p>\n<p><span style=\"font-weight: 400\">Eligible employees who are family members (spouse, son, daughter, parent or next of kin) of covered service members will be able to take up to 26 workweeks of leave in a single 12 month period to care for a covered service member .<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">A covered servicemember is a current servicemember or a recent veteran.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">A current servicemember is a member of the Armed Forces, including a member of the National Guard or Reserves<\/span><\/li>\n<\/ul>\n<p><strong>Eligibility<\/strong><\/p>\n<p><span style=\"font-weight: 400\">You may be eligible for FMLA if you:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">have worked for the University for at least 12 months as of the first day of leave; and<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">have worked for at least 1,250 hours in the 12 months prior to your first day of leave<\/span><\/li>\n<\/ul>\n<p><a href=\"https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/fmlaen.pdf\"><span style=\"font-weight: 400\">FMLA Poster (PDF)<\/span><\/a>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0<a href=\"https:\/\/www.montclair.edu\/human-resources\/supervisor-responsibilities\/\">Supervisor Responsibilities<\/a><\/p>\n<div class=\"prpl-drawer\"><div class=\"prpl-drawer-header\">Requesting a Leave of Absence<\/div><div class=\"prpl-drawer-content\">\n<p><em><strong>Notification<\/strong><\/em><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Give at least 30 days\u2019 notice, if you know in advance of your need for a leave of absence.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">If you learn of your need for time off or a leave of absence less than 30 days ahead of time, request it as soon as you are able.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">You do not need to share any specifics about your health circumstances or those of your family member. However, you do need to provide enough information so that your supervisor can understand that your absence may be covered by the FMLA.<\/span><\/p>\n<p><em><strong>Submitting Your Leave Request<\/strong><\/em><\/p>\n<p><span style=\"font-weight: 400\">Employees may request a leave of absence within Workday to initiate the process and prompt the necessary paperwork. View<\/span> <span style=\"font-weight: 400\">our guide on how to <\/span><a href=\"https:\/\/www.montclair.edu\/human-resources\/wp-content\/uploads\/sites\/181\/2025\/09\/Request-Absence.pdf\"><span style=\"font-weight: 400\">Request Leave of Absence<\/span><\/a> <span style=\"font-weight: 400\">for instructions..<\/span><\/p>\n<p><strong><em>Required Documentation<\/em><\/strong><\/p>\n<p><span style=\"font-weight: 400\">Leave of absence due to illness and family leave will require a health-care provider certification form\u00a0 to support the need for time off.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">The form must be returned to HR within 15 days of receipt. Because the information is so time sensitive, it must be completed 30 days from the leave start date. <em>Any submission before 30 days will expire and will need to be completed by the physician again.<\/em><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">An employee may be required to provide the employer with a certification completed by an authorized health care provider or a copy of an Invitational Travel Order (ITO) or Invitational Travel Authorization (ITA) issued to any member of the covered servicemember\u2019s family.<\/span><\/p>\n<p><em><strong>Confidentiality<\/strong><\/em><\/p>\n<p><span style=\"font-weight: 400\">The Office of Employee Benefits will keep confidential all medical information relating to requests for a medical leave. This information will be used only to make decisions in regards to the provisions of the policy.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">You should not disclose your own or your family member\u2019s medical diagnosis to your supervisor or department.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Any required certification should be submitted directly to the benefits department, where it will be kept confidential and separate from your personnel file. Do not submit any medical documentation to supervisor.<\/span><\/li>\n<\/ul>\n<\/div><\/div> <div class=\"prpl-drawer\"><div class=\"prpl-drawer-header\">Paid Time off During Leave<\/div><div class=\"prpl-drawer-content\">\n<p><span style=\"font-weight: 400\">Employees that are approved for a leave of absence are permitted to charge any accrued paid time off (including sick, vacation, personal, administrative and\/or compensatory) in order to receive pay from the University.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Please note that paid time off may be adjusted to reflect only accrued time to restrict employees from utilizing time that has not been earned. This generally applies to time that may have been recently allotted for the new year.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Possible pay continuation options during leave include:<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400\">Sick Time Off<\/span><\/td>\n<td><span style=\"font-weight: 400\">May be required<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Vacation Time Off<\/span><\/td>\n<td><span style=\"font-weight: 400\">Optional<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Personal Time Off<\/span><\/td>\n<td><span style=\"font-weight: 400\">Optional<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Compensatory Time Off<\/span><\/td>\n<td><span style=\"font-weight: 400\">Optional<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>Sick Time:<\/strong> Can be used for any medically related leave, whether for the employee or a qualifying family member. <em>It cannot be used for bonding with a child. <\/em><\/p>\n<p><strong>Other PTO:<\/strong> May be used for a serious medical condition affecting the employee or a family member, as well as for bonding time (e.g., following the birth or adoption of a child).<\/p>\n<p><span style=\"font-weight: 400\">If you will not have sufficient paid time off receive pay by 麻豆传媒在线, you have the following wage replacement options through State of New Jersey disability programs:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\"><strong>Temporary Disability Insurance (TDI)- medical (self):<\/strong>\u00a0You can find information about the eligibility and application process on the<\/span><strong><a href=\"https:\/\/myleavebenefits.nj.gov\/worker\/tdi\/\"> State of New Jersey\u2019s Temporary Disability Insurance website page<\/a><\/strong><span style=\"font-weight: 400\">. Please note: This process is not managed by 麻豆传媒在线, you must follow the procedures specified on their website or contact a Customer Service Representative at 609-292-7060.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\"><strong>Family Leave Insurance (FLI)- medical (family member) :<\/strong>\u00a0You can find information about the eligibility and application process on the<\/span><strong><a href=\"https:\/\/myleavebenefits.nj.gov\/worker\/fli\/\"> State of New Jersey\u2019s Family Leave Insurance website page<\/a><\/strong><span style=\"font-weight: 400\">. Please note: This process is not managed by 麻豆传媒在线, you must follow the procedures specified on their website or contact a Customer Service Representative at 609-292-7060.<\/span><\/li>\n<\/ul>\n<\/div><\/div> <div class=\"prpl-drawer\"><div class=\"prpl-drawer-header\">Benefits During Leave<\/div><div class=\"prpl-drawer-content\">\n<p><span style=\"font-weight: 400\">During leave, health coverage under any \u201cgroup health plan\u201d will be maintained on the same terms as if the employee had continued to work.<\/span><\/p>\n<p><span style=\"font-weight: 400\">While on an unpaid leave of absence from 麻豆传媒在线<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Employees will be responsible for your usual medical and\/or prescription payroll deductions for the six pay periods of leave without pay. Employees will be provided with the information to make the necessary arrangements to continue payments in order to maintain coverage while on leave. Group health insurance may be canceled if an employee fails to make payment.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">If coverage with the University ends while you are on leave, continuation of coverage is offered under COBRA for up to 18 months. Employees will receive a notice about continuation of coverage under COBRA at the time coverage ends. Health coverage must be reinstated upon return to work via Benefitsolver.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Employees will not earn pension service credit, will not receive or make pension contributions, and will not earn vacation or sick accruals.<\/span><\/li>\n<\/ul>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Qualifying Exigency Leave An eligible employee may use up to 12 workweeks of FMLA leave for certain reasons, known as qualifying exigencies, when their spouse, child, or parent is on covered active duty or under an impending call to covered active duty. For a member of the Regular Armed Forces, covered active duty means duty [&hellip;]<\/p>\n","protected":false},"author":381,"featured_media":3104,"parent":0,"menu_order":34,"comment_status":"closed","ping_status":"closed","template":"","meta":{"inline_featured_image":false,"footnotes":""},"class_list":["post-7908","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/www.montclair.edu\/human-resources\/wp-json\/wp\/v2\/pages\/7908","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.montclair.edu\/human-resources\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.montclair.edu\/human-resources\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.montclair.edu\/human-resources\/wp-json\/wp\/v2\/users\/381"}],"replies":[{"embeddable":true,"href":"https:\/\/www.montclair.edu\/human-resources\/wp-json\/wp\/v2\/comments?post=7908"}],"version-history":[{"count":6,"href":"https:\/\/www.montclair.edu\/human-resources\/wp-json\/wp\/v2\/pages\/7908\/revisions"}],"predecessor-version":[{"id":9488,"href":"https:\/\/www.montclair.edu\/human-resources\/wp-json\/wp\/v2\/pages\/7908\/revisions\/9488"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.montclair.edu\/human-resources\/wp-json\/wp\/v2\/media\/3104"}],"wp:attachment":[{"href":"https:\/\/www.montclair.edu\/human-resources\/wp-json\/wp\/v2\/media?parent=7908"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}