555 S. Howes Street, Second Floor
Fort Collins, CO 80523-6004

(970) 491-MyHR (6947)


Family and Medical Leave

...Faculty & Administrative Professionals



Forms & Notices


Medical Certifications



Gina Safe Harbor Statements


Genetic Information Nondiscrimination Act of 2008

  FMLA Tools & Resources for Departmental Liaisons

The 12-week FML period is calculated on a rolling twelve (12) month period, measured forward from the first date the eligible employee uses FMLA Leave to the same date twelve (12) months later, that an employee requests leave for a particular qualifying reason.




Family and Medical Leave (FML) is an unpaid leave intended to allow eligible employees to take time off from work for qualifying family and medical events in accordance with the Family and Medical Leave Act of 1993.

  • Per CSU policy FML runs concurrently with other applicable paid leaves (sick/annual/injury/STD)
  • Typically, sick leave (subject to regular sick leave provisions) and annual leave (unless receiving STD) must be used before an employee can be placed on unpaid leave during FML
  • Requires the employee be returned to the same position or an equivalent position after taking the leave including pay, employment benefits, and terms and conditions.

The Family Medical Leave Act provides for up to twelve weeks of leave under specific circumstances:

  • Birth and care of a newborn
  • Adoption or foster care or placement of a child
  • Care for the employee’s spouse, domestic partner or civil union partner; son or daughter (under 18), or parent who has a serious health condition
  • Serious health condition of the employee

Additional information

  • Academic Faculty and Administrative Professional Manual, Appendix 3



Military Family Leave




Departmental Responsibility


It is the responsibility of the department to:

  • Determine if leave is for a FML qualifying reason.
  • Notify employee that leave may be eligible for FML within five (5) business days of the request for leave, or the date you acquire knowledge that the employee's leave may be FMLA eligible.
  • Maintain records and documents relating to medical certifications of employees created for FMLA purposes as confidential medical records in separate files/records from the usual personnel files.
  • Send copies of FMLA information to the HR Benefits Office.