The Family and Medical Leave Act (FMLA) of 1993 requires the FAS to grant eligible employees up to 12 weeks of unpaid leave (to be taken and completed during a 12-month period) for any of the following reasons:

   a)  For the birth of a child and to care for an employee’s child within 12 months of birth, 
        adoption, or the initiation of foster care;
   b)  To care for a parent, child, or spouse with a serious health condition; or
   c)  Because the employee’s own serious health condition makes the employee unable to 
        perform his or her job.

Under Harvard policy, the provisions of the FMLA (which basically provides job protection in these cases) apply to eligible employees who:
        Hold professional research appointments, and
        Have held at least a half-time appointment in the FAS for three consecutive months or more.

Harvard will continue to make the standard contribution to group health insurance during a leave covered by the FMLA. However, if the leave is unpaid, the individual on leave will be billed for his or her share of the contribution. In certain cases, other Harvard policies and benefit programs may provide salary continuation and additional benefits.

Those holding professional research appointments who are eligible for FMLA coverage may take no more than 12 weeks FMLA leave during each 12-month period beginning on the first day that any FMLA leave is used. However, exhaustion of the 12 weeks of leave provided for in the FMLA will not necessarily limit an individual’s eligibility for additional leaves, as provided for by FAS policy.