FAQs

How do I use FMLA?

The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.

FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.

For more information pertaining to FMLA, please see the FMLA Forms Packet located on the UC Davis Human Resources page.

How can I be reclassified?

Here are steps to follow in requesting a reclassification:

  • Obtain a copy of your original job duties.
  • Go to the Campus Human Resources website and obtain a copy of the “series concept” for your job classification or of the classification you are requesting to be promoted to. On the website, enter your job title, when you get to the salary scale, click on “series specs”. (Note: If you have trouble finding your title, enter your title code, which is a four digit code you can find on your sure pay.)
  • Write out in detail your current actual job duties. It will be helpful to accurately break down these duties on a percentage basis.
  • Compare your current duties to the original duties listed in your job description and to the job duties described in the series concept. There must be a significant difference (~20%) in the duties for the compensation analyst to look favorably on the reclassification.
  • Work with you supervisor to draft a new job description that both you and your supervisor will sign.  This is an important step because any consideration of a reclass is only based on a job description signed by your supervisor.
  • You should use the template provided by UC to fill out your reclassification request. This is available on the UC Human Resources website.
  • Write a letter to your manager/supervisor requesting to be reclassified based on the increased job duties. Include the additional job duties you are performing on a separate piece of paper and a copy of the original job description in your package. Also, be sure to request a time frame for their response.
  • Request a meeting with your Supervisor to discuss your request. If your Supervisor is supportive they will forward your request to a compensation specialist at Labor Relations who will review and either approve or deny the reclassification based on the information above.
  • If you make a request for a review of reclassification and your supervisor fails to respond within 30 calendar days, you have the right to forward your request directly to campus HR. They will review it and respond to you and your supervisor.
  • Always request time frames. Allow 4-6 weeks for a reply to your reclassification request from Labor Relations.
  • Increased workload that includes your same job duties will not qualify you for reclassification. Increased job duties and performing at a higher level will qualify.
  • Make sure that if necessary, the start date for the reclassification be retroactive to an agreed-upon date, which should be the date the paperwork was submitted.
  • In terms of how much of a raise to request, any increase up to and including 15% does not need additional approval (from Deans or Department heads). The maximum allowable increase is 25%. The minimum guaranteed under the contract is 4%, unless your reclass is from SRA I to SRA II, then it is 5%.
  • For more information, make sure and consult your contract, especially Article 31 for the Health Care unit (HX) and Article 41 for the Research unit (RX) and Technical unit (TX).