Health-Related Leave and Accommodations

Provides 100% of pay for up to four weeks for benefits eligible employees to be used within 12 months of the birth (including surrogacy), adoption or foster care agreement. The leave is for both birth and non-birth parents. Part-time employees will receive up to 4 weeks leave prorated to their full-time equivalency. The birth, adoption or foster care agreement must occur on or after September 1, 2022.

• Employees must have at least six months of service with MD Anderson prior to receiving the leave.
  
• Child Care Leave runs concurrently with Family Medical Leave and Parental leave.
• Employees are not required to use other leave accruals before using Child Care Leave. Reduced Paid Leave or paid leave accruals may not be used during the same period as Child Care Leave.
• If both parents are employed by MD Anderson, both are eligible to receive their full amount of Child Care Leave. It is not split between the parents.

FML may be available if you find it necessary to take a leave of absence to address certain family responsibilities or your own serious health condition.

• FML provides job protection for time off.
• FML must be applied for by calling HR Leave & Accommodations or 713-745-3652.
• FML does not provide pay. Use of your accrued paid leave provides pay separately.

Parental Leave
Parental leave may be available if you are not yet eligible for FML and you need to take a leave of absence specifically for the birth or adoption of a child or placement of a foster child.

• Parental Leave provides job protection for time off.
• Parental Leave must be applied for through HR Leave & Accommodations or 713-745-3652.
• Parental Leave does not provide pay. Use of your accrued paid leave provides pay separately.

Reduced Paid Leave (RPL)
RPL may be available when EIB is exhausted and your need for time away continues due to illness or injury. It may also be used for certain catastrophic family illness.

• Reduced Paid Leave provides job protection and pay for time off.
• RPL must be applied for through HR Leave & Accommodations or 713-745-3652.
• RPL provides 50% pay. It cannot be used at the same time as short-term disability insurance.

Extended Illness Bank (EIB)
You accrue hours annually in an Extended Illness Bank (EIB), which is available for employee and immediate family member illnesses or injuries after meeting the eligibility criteria.

Veterans Health Leave
Veterans Health Leave is provided to veterans who seek medical, physical rehabilitation and/or mental health care administered by the Veterans Health Administration of the Department of Veterans Affairs.

Wellness Leave
To support employees in their journey of wellness, eligible employees have direct access to 16 hours of Extended Illness Bank (EIB) each fiscal year (prorated by FTE) of Wellness Leave to engage in preventative care or activities to care for themselves.

Return to Work
The responsibilities and processes for employees and managers to follow for employees who are returning to work after a job protected leave.

Your job is protected when:

• You have applied for and received formal approval to take time off under Family and Medical Leave or Parental Leave.
• You have applied for and received formal approval to take time off under the Reduced Paid Leave (RPL) program.
• Your supervisor has approved a health leave using your existing accrued Extended Illness Bank
  (or Sick Leave for Educational Appointees). This leave may or may not also occur at the same time as a Family and Medical leave.
• You must take a Military Leave for the period defined by your orders and law.
• You take Veterans Health Leave.

Job protection ensures that you will retain your employment during your approved absence, but it does not pay you for the time not worked. Only Reduced Paid Leave, Veterans Health Leave and some Military Leave and Extended Illness Bank provide both job protection and paid days off during your leave. All other time off that you take is paid from your existing time off leave banks.

MD Anderson recognizes the need to make reasonable accommodations for qualified employees with disabilities and for those with closely held personal and religious beliefs.