FMLA and OFLA are unpaid leaves. However, OSU policy generally requires you to use your accrued paid leave while on FMLA and OFLA leave before going into leave without pay (LWOP).
Disability Benefit Exception
If you are on FMLA or OFLA leave and are receiving disability benefits from your PEBB short-term disability plan, you are not required to use your paid leave while receiving disability benefits (unless required under the plan).
- You may elect to supplement your disability benefit with the use of your accrued leave (e.g., vacation) at either 40% or 100% of your daily hours.
- Use of sick leave will reduce your disability benefit dollar for dollar.
- The election to supplement your disability benefit with accrued leave must be made prior to going out on FMLA leave.
- Once your disability benefits end, you must resume using your accrued leave.
Unclassified Employees
- Sick Leave – must be used first, unless receiving disability benefits while on FMLA leave
- Vacation Leave – may elect to use vacation leave after exhausting sick leave. If vacation leave is not used, vacation leave will not be available until after returning from the FMLA/OFLA leave (FMLA/OFLA leave case is closed). If you elect not to use vacation leave, it must be made prior to going out on FMLA or OFLA leave.
- Compensatory Time – may elect to use, but not required
Classified Employees
All accrued leave must be used prior to going into LWOP, unless noted below:
- Sick Leave – must be used first, unless receiving disability benefits while on FMLA leave
- Vacation Leave – may elect to retain up to 40 hours of accrued vacation leave before being placed on LWOP (OUS/SEIU Collective Bargaining Agreement, Article 47-Vacation Leave, Section 14, regarding an employee’s option to retain up to 40 hours of accrued vacation leave)
- Personal Leave Day
- Exchange Time – may elect to use, but not required
- Compensatory Time – may elect to use compensatory time, but not required
- Donated Hardship Leave – must request Hardship Leave prior to going into leave without pay status.
The University may change a classified employee’s pay period to mid-month reporting (16th – 15th) for the following reasons:
- The employee is working an intermittent or otherwise modified schedule due to medical necessity; or
- The employee exhausts all forms of paid leave and is anticipated to have intermittent leave without pay; or
- The employee requests a change in his/her work schedule resulting in fluctuating work hours from one month to the next.