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Human Resources

Family Leave Pool (FLP) 鈥� Frequently Asked Questions

The Family Leave Pool (FLP) was established under Section 661, Subchapter A-1 of the Texas Government Code, to provide employees with additional flexibility for qualifying family and medical leave situations. 
Employees may request FLP leave for: 

  • The birth of a child;

  • Adoption or foster placement of a child;  

  • Placement of an adult requiring guardianship;
     
  • A serious illness affecting the employee or an immediate family member;
     
  • Pandemic-related illnesses or extenuating circumstances; or 

  • Providing essential care to a family member during a pandemic. 

Currently, the University does not have FLP hours available for bonding leave. Requests for bonding leave will generally be denied unless the employee and/or child have a serious illness. 
Yes. FLP hours may be available during the period of incapacity following childbirth; if the mother or child has a medical emergency as the result of the birth of the child: 

  • Generally, six (6) weeks for a vaginal delivery; and  

  • Eight (8) weeks for cesarean delivery.
     
Any employee with available sick or vacation leave may donate time to the FLP. 
Employees may donate leave by completing the Contribution to the Sick or Family Leave Pool Form and submitting it to the Lave Administrator via email at hrleave@central.uh.edu. 
  • Taxable donations are used for leave requests that are not considered a 鈥渕edical emergency鈥� by the IRS, such as bonding leave or minor illnesses.  

  • Non-taxable donations are used for qualifying medical emergencies involving serious illness or injury.  
If you choose to donate leave on a taxable basis, taxes are calculated based on the value of the donated hours. 
Example: 

  • 40 donated hours 脳 $25.00/hour = $1,000.00  

  • $1,000.00 脳 22% tax rate = $220.00 estimated tax consequence  

You may request FLP leave after exhausting all available paid leave balances, including: 

  • Compensatory leave;
     
  • Discretionary leave; 

  • Sick leave; and 

  • Vacation leave. 

Requests are processed in the order they are received. Employees and supervisors will be notified once the request is approved or denied. 
No. Employees must exhaust all eligible leave accruals before FLP time can be approved. 
Yes. The University reserves the right to determine and limit the amount of leave awarded based on the FLP鈥檚 available balance and applicable medical necessity. 
Employees must provide certification from a healthcare provider describing: 

  • The medical condition; and  

  • The expected duration of the leave. 
No. If the required certification was already submitted for FMLA or Leave Pool purposes, additional documentation is not required. 
Employees must submit either: 

  • Certification of Health Care Provider 鈥� Self/Employee; or  

  • Certification of Health Care Provider 鈥� Family Member 


through the Leave App. 

If required documentation is not received within 15 days of the FLP, request submission date: 

  • The request may be denied; or  

  • The case may be closed.  

Documentation may include: 

  • An essential caregiver designation;  

  • Proof of school or daycare closure; or  

  • Other supporting documentation related to the request.  

Yes. If the leave qualifies under the Family and Medical Leave Act (FMLA), the employee鈥檚 FMLA entitlement will run concurrently with FLP leave. 
The Leave Administrator reviews all requests and supporting documentation to determine eligibility. 
Both the employee and the supervisor will receive notification once the request has been reviewed and approved or denied.