Where FMLA is paid leave, just job-protected, I'd expect to charge it consistently with however you bill other types of paid leave. The fact that it could be a prolonged period of time shouldn't matter. I frequently see sections in Negotiated Rate Agreements on "Treatment of Paid Absences" that specifically note sick/vacation days as part of the normal cost for salaries and wages, which is the way it is for us. This is actually the first I've heard of having a separate account for routine sick leave payments, which is an interesting alternative model. Katie Walker | Financial Manager | Center for Psychiatric Rehabilitation | Boston University xxxxxx@bu.edu | cpr.bu.edu | 940 Commonwealth Avenue, Boston, MA 02215 _____________________________________________ Date: Tue, 16 Jul 2019 18:34:56 +0000 From: Janis Lenox <xxxxxx@UOREGON.EDU> Subject: Re: FMLA It seems like FMLA would be paid out of an institution's account for sick leave or something similar. If you take a day of sick leave while working on a grant, the grant is not charged for the sick leave. Most institutions charge direct or blended rates for the university or institution share of medical, dental, retirement, SSI, etc. Those charges are placed in various accounts to pay out as needed such as sick leave. FMLA would come from that type of account. So basically, if someone is on FMLA - they are not paid their 'salary' and so the grant would not be charged. But if they are a key person on the work, it needs to be noted to the sponsor about the leave. thanks Janis Lenox, MBA, CRA Grants/Contracts Coordinator Physics Department Willamette Hall 1371 E. 13th Ave Eugene, OR, 97403 xxxxxx@uoregon.edu<mailto:xxxxxx@uoregon.edu> Phone: 541-346-4750 Fax: 541-346-5861 Room 120D From: Research Administration List <xxxxxx@LISTS.HEALTHRESEARCH.ORG> On Behalf Of Meyer, Diane M [GRHUB] Sent: Tuesday, July 16, 2019 11:12 AM To: xxxxxx@LISTS.HEALTHRESEARCH.ORG Subject: Re: [RESADM-L] FMLA I'm not a lawyer, but it seems to me that an employee who is absent for FMLA related reasons should not be working at all. And, therefore, their salary would not be eligible for sponsored programs funded support during that time period. https://www.lexology.com/library/detail.aspx?g=6faeebf1-f941-42f2-9b6c-8336d7c2a012 Diane M. Meyer Pre-Award Project Manager Grants Hub<https://www.grantshub.iastate.edu/>, Iowa State University 1138 Pearson, 505 Morrill Road Ames, IA 50011 515-294-4661 xxxxxx@iastate.edu<mailto:xxxxxx@iastate.edu> ISU Well Being program Green Dot<https://www.studentwellness.iastate.edu/greendot/> [https://iastate.limeade.com/cfs-file.ashx/__key/CommunityServer-Components-PostAttachments/00-21-25-90-13/ISU_5F00_LEAP_5F00_BOLDLY.jpg][https://limeade.com/cfs-file.ashx/__key/CommunityServer-Components-PostAttachments/00-19-81-07-38/DARE-Email-Badge.jpg%20][LiveWell] [cid:image004.png@01D53BC9.FF3EF900] From: Research Administration List <xxxxxx@LISTS.HEALTHRESEARCH.ORG<mailto:xxxxxx@LISTS.HEALTHRESEARCH.ORG>> On Behalf Of Samantha Levin Sent: Tuesday, July 16, 2019 12:11 PM To: xxxxxx@LISTS.HEALTHRESEARCH.ORG<mailto:xxxxxx@LISTS.HEALTHRESEARCH.ORG> Subject: [RESADM-L] FMLA Hi all, Similar to the sabbatical question I suppose, but not asking about prior approval for a leave of absence, but instead charging salary. If someone (not the PI) is on FMLA or parental leave is their time allocable still as a direct cost (as long as it is charged consistently with organizational policies regarding FMLA and leave.) There was a conversation on this listserv about this in 2016 that seemed to say, yes, allowable to grant and cooperative agreements, but was silent on contracts. From what I understand, it is allocable to a federal grant or cooperative agreement but not a contract. (This assumes there is budget enough to cover this person's absence and still achieve timely deliverables.) How does your institution handle this? Thank you, Sam Samantha Levin, MBA Grants & Contracts Manager American College of Surgeons 633 N St. Clair Street, Chicago, IL 60611 T: +1 312.202.5651 | xxxxxx@facs.org<mailto:xxxxxx@facs.org> Pronouns: she/her/hers https://www.facs.org/<https://urldefense.proofpoint.com/v2/url?u=https-3A__www.facs.org_&d=DwMFAg&c=RvBXVp2Kc-itN3g6r3sN0QK_zL4whPpndVxj8-bJ04M&r=DTVpKcVwM5_doSJfX1Luy1Alwg41i5q5VCZp_PeoPME&m=JZqRpDjVOQjAmU65HTjgdRe-Qvus1mhJAtDy7DnynBc&s=HYWE9TGnP9JTVGZEewoBUCzjKcIW16jMDhAI36OQlig&e=> [cid:image003.png@01D07DB4.9F7B0810] ________________________________ To unsubscribe from the RESADM-L list, click the following link: http://lists.healthresearch.org/scripts/wa-HLTHRES.exe?SUBED1=RESADM-L&A=1 ________________________________ To unsubscribe from the RESADM-L list, click the following link: http://lists.healthresearch.org/scripts/wa-HLTHRES.exe?SUBED1=RESADM-L&A=1 ############################ To unsubscribe from the RESADM-L list: write to: mailto:xxxxxx@LISTS.HEALTHRESEARCH.ORG or click the following link: http://lists.healthresearch.org/scripts/wa-HLTHRES.exe?SUBED1=RESADM-L&A=1 ############################ To unsubscribe from the RESADM-L list: write to: mailto:xxxxxx@LISTS.HEALTHRESEARCH.ORG or click the following link: http://lists.healthresearch.org/scripts/wa-HLTHRES.exe?SUBED1=RESADM-L&A=1
