Human Resources

The Family Medical Leave Act of 1993 (FMLA) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

• Twelve workweeks (480 hours) of leave in a 12-month period for:the birth of a child and to care for the newborn child within one year of birth;
  • the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
  • to care for the employee’s spouse, child, or parent who has a serious health condition;
  • a serious health condition that makes the employee unable to perform the essential functions of his or her job;
  • any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or
• Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

ASMSA, as a part of the University of Arkansas System, calculates the 12-month time period to a "counting forward" 12-month period, measured from the date of the employee's first use of FMLA leave for a qualifying event.

Paid parental leave is available to eligible employees who are a birth parent, legal spouse of the birth parent, an adoptive parent, or a foster parent. Employees on appointments of less than 12 months are not eligible for paid parental leave during any days outside the appointment period.  After completion of two years of consecutive, benefits-eligible, systemwide employment, an employee entitled to leave under the Family Medical Leave Act (FMLA) is eligible for paid parental leave on the conditions described in this policy. Paid parental leave provides for up to six weeks of paid leave at the employee’s regular rate of pay. Bonus, incentive, overtime, and other pay not included in the employee’s base salary is not included in paid parental leave.

Paid parental leave may only be used concurrently with Family Medical Leave. Paid parental leave may be used for the birth of a child or the adoption or foster placement of a child up to the age of 18 years. In all cases, leave is available only within the first 12 months of the birth, adoption, or foster placement of the child and only as long as the child remains under the age of 18. An employee may not use paid parental leave intermittently or to work a reduced work schedule.

ASMSA Paid Parental Leave Policy
Paid Parental Leave Request and Application Process
Paid Parental Leave and FML Certification Form

ASMSA prohibits discrimination based on disability in all aspects of the application process and employment relationship and is committed to providing equal access and opportunity to qualified persons with disabilities in compliance with Section 503 and 504 of the Rehabilitation Act of 1973, as amended; the Americans with Disabilities Act (ADA) of 1990; and the ADA Amendments Act (ADAAA) of 2008.

ASMSA's Disability Accommodations Policy

Pregnant Workers Fairness Act Policy

Disability Accommodations Request

Disability Accommodation Medical Statement

Animals on Campus Policy