The University grants paid and unpaid leaves of absences depending on length of service, department work load, state and federal laws, and medical necessity.
- Unpaid Personal Leave: Unpaid personal leave of absence (LOA) is a privilege available to regular employees with acceptable job performance and a minimum of one year of service. The leave is at the employee's request. LOA approval and duration is at the University's discretion. Although not assured, whenever possible, employees completing a leave may be reinstated to their former position if not eliminated or filled. If the former position is unavailable, returning employees will be considered for positions with pay and classification commensurate with their former position. Sick leave and vacation do not accumulate during unpaid leaves; insurance premiums are the employee's responsibility. All applicable paid leave must be used before going on unpaid leave status. The Leave of Absence Request Form is available from the Benefits Office.
- Family and Medical Leave: In accordance with the Federal Family and Medical Leave Act (FMLA), the University grants up to 12 weeks of unpaid leave during a 12-month period, if the procedures in this policy are followed and leave is requested for any of the following reasons:
- to care for an employee's child after birth, adoption or foster care placement;
- to care for an immediate family member with a serious health condition;
- an employee's serious health condition that renders the employee unable to perform his or her job functions.
Employees are limited to a maximum of 12 weeks' unpaid leave for any of these purposes; an employee cannot take 12 weeks' parental leave and 12 weeks' sick leave during the same 12-month period. If the leave is for birth, adoption, or foster care placement, leave must be completed within 12 months of the birth or placement date. Appendix 10 Family and Medical Leave Policy
- to care for an employee's child after birth, adoption or foster care placement;
- Maternity Leave: A disability caused by, or contributed to by pregnancy, childbirth, and recovery is normally considered a temporary disability. Therefore, maternity is regarded as any other temporary medical disability. During maternity disability an employee uses all accrued sick leave first, then available vacation (if necessary). If disability continues beyond 90 days, the employee should file for long-term disability benefits (see Long-Term Disability). Family Medical Leave runs concurrently with available paid leave. Additional time off for non-medical reasons may be requested, consistent with Family Medical Leave (see Family and Medical Leave policy). Pregnancy disability is covered under a law separate from the Family Medical Leave Act. Under this law, a pregnant employee is guaranteed her job through her disability period, even if the disability continues beyond the 12-week FMLA leave. Contact the Benefits Office to complete a Leave of Absence Form and Physician Certification.
- Adoption and Paternal Leave: After one year of service, as noted in the Family and Medical Leave (FMLA) policy, birth fathers and adoptive parents are entitled to 12 weeks of unpaid leave to care for a newborn child or placement of a child with the employee for adoption. During the Family and Medical Leave period
- adoptive parents may use up to two weeks of their paid sick leave to care for their newly adopted child.
- birth fathers may use sick leave, if physician certification is provided stating that they are needed to provide care for a disabled spouse or a newborn with a serious health condition.
- in addition to applicable sick leave, vacation pay may also be used.
- adoptive parents may use up to two weeks of their paid sick leave to care for their newly adopted child.
- Unpaid Medical Leave: Regular employees, who have been employed a minimum of one year, may be granted unpaid medical leave for illness, injury, or a condition that does not allow them to return to work for an extended period of time. Unpaid medical leave would be available for up to one year from the beginning of their extended disability. All applicable paid leave must be used before going on unpaid leave status. This leave allows time for administrative decisions regarding reasonable job accommodations, light duty, and evaluation of medical information when an employee's medical condition has not yet stabilized. During this time reasonable options are considered before an employee's final employment status is determined. During this unpaid leave, employees may self-pay their benefits premiums; however, sick leave and vacation do not accrue. Further information about unpaid medical leave is available from the Benefits Office.
- Community Service:Regular employees who perform Community Service are granted up to one-half day with pay per calendar year. Staff members are encouraged to participate in community service and the Center for Community Action and Service Learning (CCASL) department would be happy to assist employees in seeking these opportunities. Community Service may include volunteering at schools, faith-based, or non-profit organizations. Appropriate organizations should have goals that the University would deem ethical and consistent with the University's mission. As in scheduling vacation leave, employees need to obtain prior supervisor approval. Half-day paid leave is as follows: 8 hour per day employees may use 4 hours; 7.5 hours per day may use 3.75 hours; 4 hours per day may use 2 hours; etc. Employees should note the Community Service code on their time sheet and document the agency in which they volunteered in the comment section on the back.
- Death in Family: Regular employees are granted up to three working days with pay for a death in the immediate family (defined as spouse, child, mother, father, sister, brother, grandparents, grandchildren, or spouse's parents and grandparents). Additional leave may be arranged without pay, or personal leave and vacation time may be requested.
- Jury Duty: Employees are expected to fulfill civic responsibilities by serving as jury members when called. The University will pay the regular employee's normal salary. Employees must notify their supervisors and provide them with a copy of their summons to serve.
- Military Service: The University recognizes the nation's need for an adequate military and intends to abide by all applicable federal and state statutes for employees on Active Duty, National Guard or the Military Reserves. Employees must notify their supervisors at the earliest date possible by providing a copy of their orders and completing a Leave of Absence form.
Active Duty - According to federal and state requirements, the University will provide re-employment to employees returning from active military duty. To be eligible for reinstatement, the employee must have been employed in a regular position and the total amount of active duty cannot exceed five years.
National Guard and Military Reserves - Regular employees are protected against loss of income as a result of annual encampment or training duty in the National Guard or military reserves. The University pays the difference of the employee's normal salary and military pay for up to two weeks in a calendar year. Information provided with military pay must be sent to Payroll upon receipt. Employees may elect to use available vacation and keep military pay.