Family and Medical Leave Act

• If they:
  • have worked for the State of Texas for less than 12 months; or
  • have worked less than 1,250 hours during the 12-month period preceding the needed leave.

• Applies to the:
  • natural birth of a child, adoption, or foster care placement of a child under three years of age;
  • intermittent PLA leave that is not medically necessary as per a physician's statement is subject to the approval of the employee's supervisor; and
  • will expire 12 weeks after the date of birth, or 12 weeks after the first day the adoptive or foster child is formally placed in the employee's home.

Before and After Childbirth

• Mothers:
  • Appropriate paid leave (sick, vacation, comp time, etc.) will be used for doctor's appointments, prenatal visits, and medical recovery after childbirth.
  • Leave without pay will be applied where appropriate.

• Fathers:
  • Appropriate paid leave (sick, vacation, comp time, etc.) will be used for doctor's appointments and prenatal visits.
  • Sick leave for absences in excess of three continuous working days must be supported by appropriate documentation.
  • Leave without pay will be applied where appropriate.

• Sick Leave Pool hours may be available in those cases where severe illness or prolonged complications due to pregnancy or childbirth arise with respect to either the mother or the child.

• An employee who adopts a child younger than three years of age may use the amount of available sick leave following the adoption that would normally be granted for recovery from pregnancy and childbirth (up to six weeks).

Information for employees not eligible for FMLA maternal/paternal leave

Employees who are not eligible for FMLA leave and are requesting time off for the birth of a child or for the placement of a foster/adoptive child in the home are eligible for leave under the state's Parental Leave Act, provided requisite documentation is presented and proper procedures are followed.

• Employees: You are encouraged to contact your department's personnel or business services area (Human Resources?) if you have questions about parental leave.
• Liaisons (Departments?): Please provide this packet of the information below for employees who are not eligible for FMLA leave and are requesting/needing time off for the birth/adoption/foster care placement of a child:

1. Cover Letter to Employee
2. Certification Form

Other laws or legislation may apply to certain employees using maternal or paternal leave. Use of paid and unpaid leave is subject to the rules and regulations of Texas A&M University-Corpus Christi. Other laws may apply to certain employees taking maternity or paternity leave; please contact Human Resources if additional guidance is needed regarding the application or use of maternal or paternal leave benefits.