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FMLA under University of Georgia policy

The University of Georgia uses a rolling 12-month period (rather than a fixed calendar, fiscal, or academic year) to determine eligibility for, and availability of, leave time under FMLA. The 12-month period during which twelve weeks of family leave may be taken shall begin on the first day such family leave is taken. For example, if family leave begins August 1, 2009, the 12-month period is from August 1, 2009 until July 30, 2010. To help you determine how much FMLA leave an employee is entitled to take as the rolling year progresses, you may wish to use the rolling year calculation tool. If you have questions about using this tool, please contact Faculty & Staff Relations at 706-542-9231 or 706-542-2167.

An employee generally has a right to return to the same position, or an equivalent position in terms of pay, benefits, and working conditions. Certain "key employees" may be denied job restoration if they are among the highest-paid 10% of employees and if such denial is necessary to prevent substantial and grievous economic injury to the operations of the employer.

Births and adoptions under FMLA

Intermittent leave or a reduced work schedule may be granted for well-child care after the birth, adoption, or placement of a child

  • Spouses employed by the University of Georgia are jointly entitled to a combined total of twelve work weeks of family leave for the birth and care of a newborn child, for the placement of a child for adoption or foster care, or for the care of a parent who has a serious health condition.
  • Entitlement to this feature of FMLA leave expires at the end of the 12-month period that began on the date of the birth or placement. Any such FMLA leave must be concluded within this one-year period.

Employee information

Supervisor information


Revised 7.22.16