Home > University Leaves > State > Family and Medical Leave Act (FMLA) Tool
The Family and Medical Leave Act ("FMLA") provides employees who meet certain criteria with up to 12 workweeks of unpaid, job-protected leave a year. Under certain conditions, employees may choose to use accrued paid leave (such as sick or vacation leave) to support their FMLA leave to remain in a paid status.
The FMLA provides employees to leave for one or more of the following reasons: for the birth of a son or daughter, and to care for the newborn child; for placement of a child for adoption or foster care; for the employee's own serious health condition; and to care for a certain immediate family member with a serious health condition.
Military Family Leave Entitlements. Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use military leave entitlement to address certain qualifying exigencies.
The FMLA Tool will help you determine if you qualify or not.
Please answer all of the following questions:
As a result of your responses, you may qualify for leave under the FMLA.
Additional information on these benefits can be found in your Research Foundation Benefits Handbook, the RF Leave Policy Manual and by calling the Benefits Office at (631) 632-6180
Please contact (631) 444-4747 Professional Employeesand (631) 444-4734 Classified Employees
Please contact (631) 444-8617
As a result of your responses, you do not appear to meet the criteria for leave under the FMLA. However, you may qualify for another medical related leave.
How to apply:
According to your answer, you do not appear to meet the criteria for leave under the FMLA. However, you may qualify for another medical related leave.
Please contact HRS Time & Attendance: firstname.lastname@example.org if you have any questions.
Employee must complete/submit:
Mail Form to:
HRS Time and Attendance
390 Administration Building ZIP 0751
If you need any additional information, please contact us at
For qualifying exigencies arising out of the fact that the employee's spouse, son, daughter, or parent is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. Under the terms of the statute, qualifying exigency leave is available to a family member of a military member in the National Guard or Reserves; it does not extend to family members of military members in the Regular Armed Forces.
Qualifying exigencies include:
A covered servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. A serious injury or illness is that was incurred by a servicemember in the line of duty on active duty that may render the servicemember medically unfit to perform the duties of his or her office, grade, rank, or rating.
Under certain conditions, employees may choose to use concurrently accrued paid leave (such as sick or vacation leave) to cover some or all of the FMLA leave to remain in a paid leave status.
If you need any additional information, please contact us at (631) 632-6181 or email@example.com
If you need any additional information, please contact us at (631) 632-6189 or firstname.lastname@example.org
Stony Brook University Home | News | Search Stony Brook
Disclaimer | Privacy Statement
Created by Application Support for Administration
ASA @ Stony Brook University