FMLA & Caregiver/Sick Policy
CSP (Caregiver/Sick/Parental) Leave is defined as:
caregiver = illness of immediate family (parent, parent-in-law, step-parent, spouse, child, step-child)
sick = personal medical illness
parental = leave for mother/ father for birth/adoption/foster of a child
If a postgraduate trainee is off duty because of caregiver/sick leave for greater than 3 consecutive days, 3 days for the same illness or 3 days in a 30-day period, then medical evidence substantiating the nature and probable duration of leave will be required. FMLA paperwork must be completed for a caregiver/sick period greater than 3 consecutive days or 3 days for the same condition.
Up to 6 weeks (30 working days plus adjacent weekends) of fully paid “Caregiver/Sick Leave” is provided once within the same appointed training program for FMLA qualifying conditions. If this leave is exhausted during the first 2 years (24 months) of appointed training and the program is longer than 24 months, then an additional two weeks (10 working days plus adjacent weekends) of paid caregiver/sick leave for FMLA qualifying caregiver/sick is provided for each additional 12 month training appointment after completing 24 months of appointed training. This additional time is accrued, beginning with the next 12 month appointment period and prorated should the trainee not complete the full 12 month appointment period.
Trainees must first exhaust available and qualifying paid caregiver/sick leave followed by available vacation time during the appointment year prior to entering unpaid leave status. If the trainee must enter unpaid leave status due to exhausting all paid vacation and caregiver/sick leave for a FMLA qualifying condition, the trainee may reserve by deferring one week of remaining paid vacation or caregiver/sick to be used during the remaining appointment period. Additional unpaid leave may be granted for a FMLA qualifying condition. When the trainee is able to return to the program from an extended caregiver/sick leave, it shall be the responsibility and the prerogative of the training program director, in consultation with the GME Office and under the requirements of the ACGME and medical specialty board requirements, to determine whether or not clinical duties must be made up or training time extended to meet graduation requirements. The decision of the program director shall be final.
| Vacation time | CSP time | FMLA qualifying | Extending training | |
| Governing Body | SLU policy | SLU policy for qualifying condition; ACGME; FMLA law if >12 mo employment | Federal law | ABMS policy; Board policies; Program policies |
| Time allowed | 3 weeks (1 week= 7 consecutive days) | 6 weeks taken once over 1 st 24 months of program; then 2 paid weeks maximal accrual each 12 months appointment period | 12 weeks for qualifying condition after 12 month employment | As needed to meet graduation requirements |
| Paid time? | Yes | Yes | Via available vacation or CSP time | Yes |
| Renewal cycle | Each 12 month appointment | If entering a new program (not PGY-year) appointment | ||
| Leave timing | 1 week blocks | Single days, blocks, continuous or intermittent based on FMLA qualifications; ending 12 months from FMLA qualifying event |