Family Leave Guidelines For Employees Of The University Of Hawaii Page 2

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Emergency/casual hires are not eligible. Temporary employees are eligible only if
they have been employed with the State or counties at .50 FTE or more for at least
six (6) consecutive months. The family leave period should not extend beyond an
employee’s temporary appointment expiration date.
Lecturers shall be eligible provided they have been employed at least 50% full-
time equivalency (FTE) for a minimum of six (6) consecutive months.
2. Full-time employees shall be entitled to 160 hours of family leave. Eligible part-
time employees shall be allowed family leave of an equivalent amount based on
their FTE.
C. Family leave shall consist of unpaid or paid leave or a combination of both. An
employee may elect to substitute any accumulated paid leaves (vacation or sick) for
any part of the four-week family leave period. The minimum amount of paid leave
that an employee may elect to substitute shall be no less than one (1) hour.
D. Family leave for all eligible employees shall be monitored and administered on a
calendar year (January 1 through December 31) basis.
E. An employee should provide the supervisor with prior notice of the expected birth or
adoption or serious health condition in the manner determined by the
University/designee as soon as possible or if practicable, as soon thereafter as
circumstances permit.
F. Under Act 328, SLH 1991, family leave for any of the three reasons (childbirth,
adoption, and serious health condition), may be taken intermittently for a total of four
weeks during any calendar year. An employee’s request for additional leave in excess
of the four weeks required under the family leave law shall be administered in
accordance with applicable leave provisions contained in applicable collective
bargaining agreements, administrative rules, or executive orders.
G. Under Act 328, SLH 1991, family leave shall not be cumulative.
H. Birth/Adoption of a Child. To ensure compliance with Act 328 – Family Leave, each
department may require that an application and/or claim for family leave be supported
by certification of the birth of the child or expected date of birth issued by a health
care provider, the family court, or certification of the placement of the child for
adoption with the employee, issued by a recognized adoption agency, the attorney
handling the adoption, or the individual designated by the birth parent to select and
approve the adoptive family.
I. Care for Child, Spouse or Parent with Serious Health Condition. In cases where
family leave is requested to care for an employee’s child, spouse or parent with a
serious health condition and the employee’s accrued sick leave of five or more days is
used to substitute for any part of the family leave period, the employee shall provide

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