All leaves (except vacation and faculty and management professional development leaves) in excess of 10 working days are considered to be long-term leaves and require both department administrator and Human Resources review and approval. A Request for Leave of Absence Form is available in the Human Resources Forms Library for this purpose.
For a general overview of leave options, potential wage replacement benefits, and employee responsibilities while on leave, please review the Leave of Absence Information Guide.
LCC Process and Required Forms
- Notify your manager or division dean as soon as you become aware that you will need to be absent from work.
- Complete the form(s) required and submit it/them to Human Resources as soon as possible. These forms are available in the HR Forms Library.
- Request for Leave of Absence (required); and,
- Health Care Provider Certification or other supporting medical documentation/statement from a health care professional (required for only medically related leaves of absence).
- Notification from Human Resources will be sent upon acceptance and completion of the form(s), which will include information on your rights and responsibilities while on leave.
- For paid leaves of absence, access your timesheet via myLane each pay period and enter the hours applicable to the leave of absence. For unpaid leaves of absence, you will receive instructions on how (or if) to complete your timesheet while on leave.
Oregon Paid Family and Medical Leave (PFML) Additional Process (optional)
Paid Leave Oregon is program for all Oregon employers and employees that is intended to provide easily accessible paid leave benefits for qualifying life circumstances such as taking time off work for your own serious health condition, caring for a family member with a serious health condition, birth/adoption of a child, or if you have been the victim of domestic violence, sexual assault, stalking or harassment.
Lane Community College has partnered with The Standard for Oregon PFML claims, policy number 762195-Z. To file a claim:
- Call The Standard at (866) 756-8115; or,
- Complete a paper claim form and return it to The Standard.
Additional PFML Information
Notice Requirements
- Anticipated Leave - Minimum 30 days advance written notice. Employees must follow the employer's policy and applicable union contract or working agreement.
- Leave Anticipated Less Than 30 Days in Advance - If 30 days notice is not possible, employees should give as much notice as practical.
- Unanticipated or Emergency Situations - Employees are required to give verbal or written notice within 24 hours of starting leave.
- Recourse for employee's failure to notify - Employers may reduce the total leave entitlement by up to 3 weeks or may take disciplinary action consistent with the employer's policy and applicable union contract or working agreement.
Employer Required Notices for Employees
Summary of Leave Types and Forms
| Qualifying Circumstances | Oregon PFML Claim | |||
|---|---|---|---|---|
| Medical Leave - Serious Health Condition of Employee | required | required | not applicable | optional |
| Medical Leave - Serious Health Condition of Family Member | required | not applicable | required | optional |
| Medical Leave - Sick Child (non-serious health condition) | required | not applicable | required | not applicable |
| Medical Leave - Extended Pregnancy Disability, in addition to leave for serious health condition | required | required | not applicable | optional |
| Family Leave - Parental (Bonding) | required | not applicable | not applicable | optional |
| Family Leave - Legal Process for Adoption or Foster Placement | required | not applicable | not applicable | optional |
| Military Leave | required | not applicable | not applicable | not applicable |
| Safe Leave | required | not applicable | not applicable | optional |
| Bereavement Leave | required | not applicable | not applicable | not applicable |
| Personal Leave (unpaid) | required | not applicable | not applicable | not applicable |
Family and Medical Leave Act (FMLA), Oregon Family Leave Act (OFLA) and Oregon Paid Family and Medical Leave (PFML)
(This is a brief summary of FMLA, OFLA and PFML and is not a complete text of the law.)
In accordance with FMLA, OFLA and PFML laws, a qualifying leave of absence will be applied concurrently (to the extent allowed by law) to the eligible employee's twelve week leave entitlement under FMLA, OFLA and PFML.
In evaluating an employee's eligibility, the College employs a "rolling forward" leave year. With this method, the 12-work week entitlement will begin the Sunday immediately preceding the first day of qualifying leave and continue for 12 consecutive months. Each time an employee takes a leave under FMLA, OFLA and PFML, the leave entitlement is any balance of the remaining twelve weeks which has not been used. An employee will regain full leave eligibility following the close of the 52-week rolling forward window.
For eligibility details please contact the Leave of Absence Coordinator in Human Resources.
| Eligibility | FMLA | OFLA | PFML |
|---|---|---|---|
| Minimum wages | no requirement | no requirement | $1000 in previous year |
| Minimum employment | 12 months | 180 days | no requirement |
| Minimum hours worked before taking leave | 1250 in previous 12 months | Average 25 per week in previous 180 days | no requirement |
| Leave Duration Per Year | FMLA | OFLA | PFML |
|---|---|---|---|
| Leave duration (for most situations) | 12 weeks | 12 weeks | 12 weeks |
| Maximum leave duration (for certain combinations of leave) | 12 weeks | 24 weeks | 14 weeks |
| Compensation and Benefits | FMLA | OFLA | PFML |
|---|---|---|---|
| Compensation | Unpaid, option to use accrued paid leave | Unpaid, option to use accrued paid leave | Paid via The Standard, option to use accrued paid leave in addition |
| Compensation Amount | Extent of accrued leave available | Extend of accrued leave available | Varies based on average weekly wage over previous 52 weeks; up to 100% for lower income employees |
| Health insurance benefit continuation | Yes | Yes | Yes |
| Return-to-work protection | Yes | Yes | Yes, with 90-day employment minimum |
| Qualifying Circumstances | FMLA | OFLA | PFML |
|---|---|---|---|
| Medical Leave - Serious health condition of employee | Yes | No | Yes |
| Medical Leave - Serious health condition of family member | Yes | Only for children requiring home care | Yes |
| Medical Leave - Sick child (non-serious health condition) | No | Yes | No |
| Medical Leave - Extended pregnancy disability (in addition to leave for serious health condition) | No | Yes (12 weeks) | Yes (2 weeks) |
| Family Leave - Parental/Bonding | Yes | No | Yes |
| Family Leave - Legal process for adoption or foster placement | No | No | Yes (2 weeks) |
| Military leave | Yes | Yes | No |
| Bereavement leave | No | Yes (2 weeks/event, max 4 weeks/year) | No |
| Safe leave | No | No | Yes |
| Personal leave (unpaid) | No | No | No |
Important Notes:
- OFLA is in addition to, and will not run concurrently with, Oregon PFML.
- OFLA sick child leave also includes school or child care closure.
- FMLA for military caregivers leave can extend up to 26 weeks in one leave year.
- In addition to the above, there may be other qualifying leaves in the event of a public health emergency.
Definitions
Military Leave
Caregiver Leave
Protected leave time for employees whose eligible family member incurs a serious injury or illness in the line of duty.
Exigency Leave
Protected leave time for employees whose spouse, child or parent is on covered active military duty or under an impending call to covered active military duty. Examples include making childcare arrangements for the military member's child; attending certain military ceremonies and briefings; making financial or legal arrangements to address a military member's absence; etc.
Oregon Military Family Leave
The Oregon Military Family Leave Act (OMFLA) allows an employee protected leave time to spend time with a spouse or same-gender domestic partner who is in the military and has been notified of an impending call or order to active duty or who has been deployed during a period of military conflict.
Non-Serious Health Condition
- common cold
- flu
- earaches
- upset stomach
- routine headaches
- sore throat
- routine medical, dental or vision appointments
Parental Leave
Protected leave time to bond with a newly born, adopted or legally placed child during the first 12-month period following the birth, adoption or placement. A child is broadly defined and includes a biological child, an adopted child, a foster child, a stepchild, a legal ward or a child of a person who is stand in loco parentis to the child.
Personal Leave (unpaid)
All other leave requests not protected under federal or state leave laws. These extended leaves are unpaid and require a detailed explanation of the reason for such absence and must be submitted with enough time to allow for an adequate review, decision and notification period. Please review the applicable union contract or working conditions document for more details. Examples include an FTE reduction to complete an advanced degree program or absence from another position to accept an interim assignment within the College.
Safe Leave
Protected leave time for survivors of sexual assault, domestic violence, harassment or stalking.
Serious Health Condition
- in-patient care
- critical illnesses or injuries diagnosed as terminal, or which pose an imminent danger to death
- conditions requiring "constant" or "continuing" care
- permanent or long-term incapacity due to a condition for which treatment may not be effective, such as Alzheimer's disease, a severe stroke, or terminal stages of a disease
- period of incapacity ("Absence Plus Treatment")
- incapacity for more than three consecutive calendar days, which also involves: (a) two or more treatments by a health care provider or (b) one treatment followed by a regimen of continuing treatment
- absences for pregnancy-related disability
- absences for prenatal care
- absences for chronic conditions
- multiple treatments for conditions that if not treated would likely result in incapacity of more than three days
Sick Child Leave (non-serious health condition)
Protected leave time for dependent children with an illness or injury that requires home care but is not a serious health condition. This also includes taking time off if your child's school or childcare provider is closed due to a public health emergency. Examples can include low grade fever, common cold/flu virus, earache, sore throat, or routine headache.
Questions? Contact the Leave of Absence Coordinator in Human Resources.
Additional information is available in the College Online Policy and Procedure System under "Leaves With and Without Pay."