Military Caregiver Leave

Questions? Contact Shared Services

Overview

Military caregiver leave is provided to eligible employees to care for a family member who is a covered servicemember undergoing medical treatment, recuperation or therapy for a serious injury or illness.

Criteria for military caregiver leave

An eligible employee may take military caregiver leave to care for a spouse, domestic partner, son, daughter, parent, or next of kin who is a covered servicemember undergoing medical treatment, recuperation or therapy for a serious injury or illness.

Job protections and pay options

Job protections 

  • Military caregiver leave is covered under FMLA.
  • An eligible employee is entitled to up to 26 workweeks of military caregiver leave during a single 12-month leave period. For purposes of this type of family and medical leave only, a single 12-month leave period is the period beginning the first day an employee takes leave to care for the covered servicemember and ends 12 months after that date.

Pay options

  • FMLA is not paid; however, Paid Family Care and Bonding (PFCB) will provide a pay option allowing eligible UC employees to elect to use income replacement, calculated at 70% of eligible earnings, for up to eight workweeks while unable to work during an FMLA qualifying leave.
  • FMLA and/or PFCB may be taken intermittently, and are most often taken in increments of at least two weeks each.
  • Accrued vacation, paid time off (if applicable), and/or compensatory time off can be taken in place of unpaid time off; please see relevant policies below.

Provisions

Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with unpaid, job-protected leave for specific qualifying family and medical leave reasons.

Eligible employees may take up to 26 workweeks of military caregiver leave during a single 12-month leave period. For purposes of this type of FML only, a single 12-month leave period is the period beginning the first day an employee takes leave to care for the covered servicemember and ends 12 months after that date.

In general, to be eligible for FMLA, you must meet the following eligibility criteria:

  • Must have 12 cumulative months of UC employment and
  • Must have worked at least 1,250 productive hours immediately preceding the 12 months before your FMLA leave starts. Productive hours do not include time away used for vacation/PTO, sick/extended sick time, and compensatory time off.

Pay for Family Care and Bonding (PFCB) is a pay option for eligible employees to receive up to 70% of their eligible earnings for up to eight workweeks per calendar year for leaves taken under the FMLA and/or CFRA for one of the following reasons:

  • Parental bonding
  • To care for a family member with a serious health condition
  • Military caregiver leave
  • Qualifying exigency leave

Steps for taking military caregiver leave

Step1

Review steps for taking a leave

Review Taking a Leave of Absence on UCnet to review your rights and available options.

Step2

Inform your manager

Inform your manager of your need for a leave of absence. You should include your anticipated dates out of the office as far in advance as possible.

  • Details related to your medical condition or your family member’s medical condition do not need to be shared with your manager.

Step3

Submit your request

Submit your leave of absence request with Sedgwick using your personal email address. Once submitted, Sedgwick will partner with you to: 

  • Return completed Health Care Provider Certification to certify your leave. 
  • Determine the dates you will be on paid and unpaid status, and your obligations while on unpaid status. 
  • Review your options for pay with Sedgwick. 
  • Use of accrued leave is guided by your policy or collective bargaining agreement, related to the type of leave you are taking.
  • If you are on unpaid status, personal payments must be submitted to continue your benefits coverage. You will receive a Benefits Billing Election Form to complete and submit.  

Staff employees should contact Sedgwick using one of the following three methods: 

  1. mySedgwick Portal: Access via MyAccess, or at www.Sedgwick.ucsf.edu    
  2. Sedgwick’s Interactive Voice Response System (IVR) at 844-601-8448; absences can be reported 24/7/365
  3. Call Sedgwick at 844-601-8448 and report the absence with a Sedgwick Representative during normal operating hours,  5 a.m.–5 p.m. Pacific, Monday-Friday. 
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Step4

Confirm your return-to-work date

As early as possible, contact your supervisor and Sedgwick to confirm your return-to-work date. 

Sedgwick will contact you 14 days before your return to confirm that you are coming back to work. Before returning: 

  • Notify your manager to confirm your return and schedule. 

It's important to ensure all your mandatory department compliance is completed before or upon your return to work. Talk with your immediate supervisor or manager regarding any compliance actions you may need to complete. 

It is your responsibility to ensure that you are compliant with UC COVID-19 policy as well as any other required immunization and health screenings before returning to work. All relevant UC COVID-19 policy information, FAQs, and forms are included in UC's COVID-19 vaccination policy.  

If you will not be returning to work as expected, you must submit timely documentation to Sedgwick outlining the additional leave period requested. You will be required to provide new, complete and updated documentation before your expected return-to-work date.  

Step5

Return to work

Upon your return to work, you should: 

  • Submit your benefit enrollment forms or enroll via UCPath online to reinstate benefit coverage.
  • Review your benefit enrollments and benefits summary within 31 days after your return. 
  • Go to the UCPath portal or phone 855-982-7284. 
  • Review your first several earnings statements on UCPath.
  • Contact Campus Life Services to reinstate any voluntary deductions, such as parking, pre-tax transit, gym, vanpool, etc. 
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