Intermittent Leave or Reduced Schedule Leave

1. What is an Intermittent Leave or a Reduced Schedule Leave?

An Intermittent Leave or a Reduced Schedule Leave allows you to continue to work, but you are approved to take specified time off work for appointments, episodic flare-ups, or patient care due to a serious health condition. 

An Intermittent Leave or Reduced Schedule Leave may only be approved under the Family and Medical Leave Act (FMLA). 

This leave is requested when you or your immediate family member (spouse, child, or parent) has a qualifying condition under the FMLA.

2. Am I eligible for an Intermittent Leave or a Reduced Schedule Leave?

You may be eligible for FMLA Intermittent Leave or Reduced Schedule Leave if you have

  • been employed by the state for one year (does not have to be continuous), and
  • physically worked 1,250 hours during the previous 12 months, and
  • not exhausted your FMLA entitlement.

You may request an Intermittent Leave or Reduced Schedule Leave:

  • When medically necessary for your serious health condition or the serious health condition of your spouse, parent or child, or
  • For a qualifying exigency out of the current active duty status or call to duty of your spouse, parent or child.

3. How do I apply for an Intermittent Leave or a Reduced Schedule Leave?

To request an Intermittent Leave or Reduced Schedule Leave, you will need to:

You must include the reason for the leave, the start and duration of your leave and how you would like to use your leave credits during the leave.

Once the DMO receives the required forms, they will be used to evaluate your request.

Completed forms may be faxed or mailed to the DMO:
Fax: 517-241-9926
Mail: Disability Management, PO Box 30002, Lansing, MI 48909

  • Follow your department’s normal call in procedures. 

Once the DMO receives your application and medical certification, you and your supervisor will be notified by email and mail of the status of your leave request.

If you must start your intermittent leave or reduced schedule leave earlier than anticipated, you should contact the DMO as soon as practicably possible at 877-766-6447 (Option #2).

Untimely notice or incomplete forms may delay the processing of your request.

4. What is the length of time I may be approved for an Intermittent Leave or Reduced Schedule Leave?

If you are approved for an Intermittent Leave or Reduced Schedule Leave, then only the amount of leave actually taken may be counted toward the FMLA entitlement.  Your Intermittent Leave or a Reduced Schedule Leave may be approved for up to 6 months or until your entitlement is exhausted, based on the medical certification provided by the physician. 

If your FMLA-qualifying condition lasts longer than 6 months, you will be required to recertify the need for leave by submitting an updated medical certification to the Disability Management Office.

5. May I take an Intermittent Leave or a Reduced Schedule Leave if I am ineligible for FMLA?

No.  If you are ineligible for FMLA or if you have exhausted your FMLA entitlement, you cannot take an unpaid Intermittent Leave or a Reduced Schedule Leave.  Any absences must be approved by your supervisor and covered by appropriate leave credits. 

If you have a disability under the Americans With Disabilities Act and need an accommodation to perform the essential functions of your job, notify your supervisor or contact your human resources office or department ADA coordinator for assistance. 

6. Do I have to submit updated medical documentation every 6 months to continue an Intermittent Leave or a Reduced Schedule Leave? 

Yes.  If the FMLA-qualifying condition lasts longer than 6 months, you will be required to recertify the need for leave by submitting updated medical certification to the Disability Management Office.

7. What if I require more time off than my Intermittent Leave or Reduced Schedule Leave is approved for?

If you haven’t exhausted your FMLA entitlement and require more time off than has been approved, you must obtain an updated medical statement from the health care provider and submit it to the Disability Management Office (DMO) to support the need for additional time off or continuation of the Reduced Schedule Leave.

If the medical condition changes, the Intermittent Leave or Reduced Schedule Leave authorization will need to be updated by submitting a new medical certification (CS-1837 Certification of Employee’s Serious Health Condition for personal illness or CS-1839 Certification of Family Member’s Serious Health Condition for family member) completed by the health care provider to the DMO.

8. If I exhaust my FMLA entitlement, will I still remain on my Intermittent Leave or a Reduced Schedule Leave?

No.  Once you exhaust your FMLA entitlement, you must resume your regular work schedule and any absences must be approved by your supervisor and covered by appropriate leave credits. 

If you have a disability under the Americans With Disabilities Act and need an accommodation to perform the essential functions of your job, notify your supervisor or contact your Human Resources Office or department ADA Coordinator for assistance.

9. Do I need to submit a return to work statement once my Intermittent Leave or Reduced Schedule Leave expires?

Generally, no.  When your Intermittent Leave or a Reduced Schedule Leave expires, you are not required to submit a doctor’s release to return to work full duty, however if a reasonable safety concern exists, the Employer may notify you of the requirement of a fitness for duty certification before you are returned from intermittent FMLA leave.   

10. Do I have to exhaust all of my leave credits while on an FMLA Intermittent Leave or a Reduced Schedule Leave? 

For leave due to a personal illness or medical condition:

  • You must exhaust your sick leave credits before going on an unpaid time off. 
  • You may use other leave credits to remain on payroll.

For leave due to your family member’s illness or medical condition:

  • Review your collective bargaining agreement or contact the Disability Management Office (DMO) for specifics on using leave credits during an Intermittent Leave or Reduced Schedule Leave.

For questions on using leave credits, contact the DMO by phone at
877-766-6447 (Select Option #2).  The DMO is open Monday through Friday from 8:00 am to 5:00 pm.

11. Does Long Term Disability (LTD) cover a Reduced Schedule Leave?

To determine if your Reduced Schedule Leave is eligible for coverage under LTD, you must contact York at 800-324-9901.

12. May I take an Intermittent Leave or a Reduced Schedule Leave to care for a family member (spouse, child, or parent)?

Yes.  Intermittent Leave or a Reduced Schedule Leave may be used to care for a spouse, child, or parent. 

See Family Care Leave FAQs

13. May I take an Intermittent or Reduced Schedule Parental Leave?

Intermittent or reduced schedule parental leave may only be taken with the Employer’s approval.

See Parental Leave FAQs

14. Do I need to provide my supervisor advance notice to use my Intermittent Leave or a Reduced Schedule Leave?

If approved for Intermittent Leave or a Reduced Schedule Leave, you will need to:

  • Provide your supervisor with a list of scheduled appointments.  Under FMLA, you must work with your supervisor to schedule the treatment or appointments so as not to unduly disrupt the employer’s operations.
  • Notify your supervisor while reporting your absence that the time off is under your FMLA approval.  If more than one medical condition exists or you have been approved for more than one leave type (e.g., personal illness and family care), please refer to the leave type when reporting your absence.

 

15. How do I enter my time into DCDS while on an FMLA Intermittent Leave or a Reduced Schedule Leave?

  • In DCDS, enter your absences under your FMLA Intermittent Leave or Reduced Schedule Leave as follows:
    • FMSL       sick leave time
    • FMAL       annual leave time
    • FMBL       bank leave time
    • FMCM      comp time
    • FMHL       holiday time
    • FMLA       unpaid time
  • Comments must be entered in DCDS to record the reason for the absence as follows:

    Personal Illness

    • FMLA-Appointment
    • FMLA-Episode

    Family Care

    • FMLA-Family Episode
    • FMLA-Family Appointment

16. How do I contact the Disability Management Office (DMO)?

Disability Management Office is open Monday through Friday from 8:00 am to 5:00 pm.  Contact them by phone at 877-766-6447 Select (Option #2). 

You may also fax documentation to 517-241-9926.