Leaves and Accommodations

The FMLA or the Family Medical Leave Act is a federal law passed in 1993 entitling eligible employees to increased job security when dealing with their own serious health condition or a serious health condition of their child, spouse, or parent. The FMLA requires employers to provide eligible employees time-off from work for FMLA qualifying reasons and prohibits employers from interfering with employee rights.

The Family and Medical Leave Act (FMLA) also provides that eligible employees may take FMLA leave: 1) for a qualifying exigency while the employee's spouse, child, or parent (the military member) is on covered active duty or has been notified of an impending call or order to covered active duty and 2) to care for a covered service member with a serious illness or injury.

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  Resources

  • Word FileFMLA Overview

  • DOL Family and Medical Leave Act Website

  • PDF FileEmployee Guide to FMLA

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  Forms

  • Dynamic Form Medical Leave of Absence Request Form

  • PDF FileFMLA Health Care Provider Certification – Self 

  • PDF FileFMLA Health Care Provider Certification – Family Member

  • PDF FileFMLA Military Family Leave Certification – Exigency

  • PDF FileFMLA Military Caregiver Leave Certification – Serious Injury or Illness of a Current Servicemember

  • PDF FileFMLA Military Caregiver Leave Certification – Serious Injury or Illness of a Veteran

BEREAVEMENT LEAVE

Employees can receive paid bereavement leave when there is a death in an employee's immediate family per applicable contract or practices.

Bereavement Leave Request Form

Visit the Human Resources Labor Relations webpage to learn more details about Bereavement Leave provisions for each position type's contract or practices.

On February 21, 2025, Michigan Supreme Court ruled that Employers that have 10 or more employees must provide up to 72 hours of paid sick leave per year. The Michigan Earned Sick Time Act (ESTA) requires all employees to accrue paid sick leave at the rate of one hour for 30 hours worked, which can be used for personal illness, medical appointments, caring for a sick family member or other qualifying reasons.

Key Provisions of ESTA

Eligibility

• All employees – including full-time, part-time, salaried and hourly, and including specialized professionals, coaches and student employees – who are employed by Lansing Community College.

Accrual Rate

• Employees will accrue one hour of sick time for every 30 hours worked with a cap of 72 hours per year.

• ESTA hours are not in addition to current paid sick leave provided by the college. LCC employees who already receive paid sick leave, PTO, vacation, and/or personal time will not receive additional time off through this law, as paid time off already required accrual rate of one hour for every 30 hours worked. These employees, may, however, record leave time as ESTA on the timesheet as long as the absence qualifies under the new ESTA protected leave.  

Carryover

• Unused ESTA hours will carry over into the next benefit year with no maximum accrual limits. Annual usage is limited to a maximum of 72 hours per benefit year.
• The ESTA benefit year is defined as fiscal year July 1 - June 30.

Qualifying Reason

• The employee’s mental or physical illness, injury, or health condition; medical diagnosis, care, or treatment of the employee’s mental or physical illness, injury, or health condition; or preventative medical care for the employee.
• For the employee’s family member’s mental or physical illness, injury, or health condition; medical diagnosis, care, or treatment of the employee’s family member’s mental or physical illness, injury, or health condition; or preventative medical care for a family member of the employee.
• If the employee or the employee’s family member is a victim of domestic violence or sexual assault, for medical care or psychological or other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to domestic violence or sexual assault; to obtain legal services; or to participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault.
• For meetings at a child’s school or place of care related to the child’s health or disability, or the effects of domestic violence or sexual assault on the child.
• For the closure of the employee’s place of business by order of a public official due to a public health emergency; for an employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or when it has been determined by the health authorities having jurisdiction or by a health care provider that the employee’s or employee’s family member’s presence in the community would jeopardize the health of others because of the employee’s or family member’s exposure to a communicable disease, whether or not the employee or family member has actually contracted the communicable disease.

Qualifying Family Member

• Biological, adopted or foster child, stepchild or legal ward, a child of a domestic partner, or a child to whom the employee stands in loco parentis.
• Biological parent, foster parent, stepparent, or adoptive parent or a legal guardian of an employee or an employee’s spouse or domestic partner or a person who stood in loco parentis when the employee was a minor child.
• Grandparent.
• Grandchild.
• Biological, foster, or adopted sibling.
• Any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.

Employee Responsibility

• Employees must notify their supervisor of any absence at least 7 days in advance for foreseeable leave and as soon as practicable for unforeseeable leave.
• When returning to work after three or more consecutive days, upon the request of the Human Resource Department, the employee must provide the Human Resources in a timely manner with documentation that ESTA hours were used for an ESTA purpose.

Recording Absence on Timesheet

• Timesheets display an earning code labeled "ESTA". Absences that meet the required criteria may be recorded as ESTA.

• Employees who complete their own timesheet should enter the hours absent on the timesheet as ESTA under the coordinating date.

  • For student employees, specialized professionals and coaches, ESTA leave usage will reduce the available leave time from the ESTA leave bank that has been earned.

  • For all other employees who receive sick, PTO, vacation and/or personal leave, an ESTA absence will reduce the existing leave hours available, starting with sick leave.

More Information Links

• Earned Sick Time FAQs
• Earned Sick Time Act - Required Poster
• Overview of Earned Sick Time Act Brochure

 

Questions can be directed to the Human Resources at 517-483-1870 or lcc-hr-benefits@star.lcc.edu.

LCC is a vital part of the community and, as such, is committed to help strengthen the relationships of employees to the communities in which they work and live.  Full-time employees will be provided up to eight hours per fiscal year and part-time employees will be provided up to four hours per fiscal year of paid leave time away from regular scheduled work activities to provide community service hours as part of an organized community service program.

• CSL must be used in increments of four hours or eight hours.

• CSL must replace regularly scheduled working hours and cannot be used to extend the employee’s work schedule or to add overtime/overload to an employee’s schedule.

• CSL will not be rolled over to the next fiscal year.

• CSL will not be paid out to an employee at the time of retirement/resignation/termination.

Prerequisites:

Service must be provided as a volunteer to organizations with goals that are consistent with LCC’s mission and guiding principles.  Appropriate service activities include the provision of active service to a non-profit or governmental service organization, a public agency, and/or the clients that these organizations serve. Examples of active service include, but are not limited to:

• Tutoring and mentoring children through an organized program

• Assisting with the physical maintenance of a facility providing services to the community

• Teaching a CPR class through an organized program

• Counseling a crime victim through an organized program

• Delivering meals to the homes of older adults through an organization such as Meals on Wheels

• Yard work, painting, cleaning, or maintenance through an organized program

• Attending non-profit board and committee meetings (Scouts, Big Brother/Big Sister, Red Cross, etc.).

• Assisting school instructors with classroom or other related activities, e.g., school-sponsored field trips.

• Assisting the LCC Foundation with reviewing scholarship applications.

• Volunteer work to support activities and events related to diversity, equity, and inclusion.

Excluded from this policy are services provided to an organization where the only recipients are members of the organization (i.e. attending a committee meeting for a fraternal lodge). Activities involving political groups or causes do not qualify for use of this leave. Attendance of social events and fundraisers for a community organization also do not qualify.

Pay Instructions

1. Community Service Leave Application:

   1. Employee must seek pre-approval for use of CSL time by submitting the Community Service Leave Dynamic Form to their supervisor.

      • Documentation confirming your scheduled community service date and time will need to be uploaded at the time of application.

2. Supervisor Review and Approval:

   • Administrative Supervisors will review the request form to ensure employee has leave hours available, the employee’s schedule permits an absence, and the service organization is appropriate based on LCC Standard Operating Procedure (SOP).  Employees can locate the SOP on the O: drive by selecting the folder titled FS-Public/FS-PAFR-Public/ and the file titled Community Service Procedure SOP 06.14.22.docx.

     Please note: You must be logged into your LCC VPN to access these files.

3. Timesheet Recordkeeping:

   • Record absence as Community Service Leave (CMS, CMA) on timesheet.

• Community Service Leave Dynamic Form must be completed and approved in order for Payroll to process wage payment.

 

Questions can be directed to the Human Resources at 517-483-1870 or lcc-hr-benefits@star.lcc.edu.

MAHE SABBATICAL / PROFESSIONAL DEVELOPMENT LEAVE

The purpose of a Sabbatical / Professional Development Leave is to provide for professional growth of the bargaining unit member that is not possible while fulfilling the obligations of a full-time appointment. Sabbatical / Professional Development Leaves may be granted for advanced study, research, writing, or cognate pursuits, resulting in achievement which will contribute to the professional effectiveness of the faculty member and will significantly benefit the College.

MAHE Sabbatical Information Page

AFT ADMINISTRATIVE PROFESSIONAL DEVELOPMENT LEAVE

The purpose of an Administrative Professional Development Leave is the enhancement of the member's personal competence through study, research, writing, or other professional pursuits. Applications for Professional Development Leave are evaluated on the basis of the value of the leave to the College, contributions of the employee to the College, enhancement of the employee's competence through the leave, as well as the employee's length of service with the College.

Word FileAdministrative Professional Development Leave Request Form

Sick Leave Banks allow employees who have exhausted their personal leave time due to critical or emergent needs to request additional leave time. If you have excess leave time, consider donating to your applicable Sick Leave Bank to help other LCC employees in their time of need.

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  Faculty and Academic Professionals (MAHE)

  • Word FileMAHE Union Sick Leave Bank Donation Form

  • Word FileMAHE Union Sick Leave Bank Request Form

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  Administrators (AFT)

  • Word FileAFT Union Sick Leave Bank Donation Form

  • Word FileAFT Union Sick Leave Bank Request Form

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  Non-Bargaining Employee

  • Word FileNon-Bargaining Employee Sick Leave Bank Program

  • Word FileNon-Bargaining Employee Sick Leave Bank Donation Form

  • Word FileNon-Bargaining Employee Sick Leave Bank Request Form

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  Support Staff (ESP)

  • Word FileESP Union Sick Leave Bank Donation Form

  • Word FileESP Union Sick Leave Bank Request Form

Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment.

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  Procedure

  • Word FileAccommodation Procedure

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  Forms

  • Dynamic Form Accommodation Request Form

  • Word FileReasonable Accommodation Medical Certification Form

In accordance with legal requirements and college policies, LCC provides a supportive environment for employees who elect to express their milk during work hours, and expects that all employees will assist in providing a positive atmosphere of support for employees who elect to do so.

Accommodations for Nursing Parents