Leaves of Absence Without Pay
PER-4.13 May 1, 1992 Leaves of Absence Without Pay
I. POLICY AND/OR OBJECTIVE
Leave without pay shall be granted in writing by the Vice President for Human Resources upon recommendation by the unit head and Provost/or vice president/dean. An employee granted such leave for reasons other than a reduction-in-force shall be an employee of the university while on such leave and shall be returned to the original position or a comparable position within the same pay grade, salary, plus any general increases awarded during that period. When the employee is returned to active status, this leave shall not constitute a break in continuous or creditable service in considering eligibility for sick leave, annual leave, general pay adjustments, and other university benefits and privileges. The university's contribution toward an employee's health and retirement benefits cease during a period of leave without pay. An employee may continue his or her health care benefits under COBRA on a self-pay basis.
- Temporary Medical Disability
An employee who after using all available sick leave is still medically unable to perform the duties normally required in the position shall, upon request, be granted a leave of absence without pay until the end of the temporary medical disability as certified by any licensed medical practitioner or until the end of six full months of temporary disability have elapsed, whichever occurs first.
- All accrued sick leave shall have been expended prior to the beginning date of any medical disability leave without pay. The employee may elect to use accrued annual leave prior to the beginning of any medical leave of absence without pay.
- Any employee who is granted temporary medical disability leave shall be notified by the Vice President Human Resources in writing as to the beginning and ending date of medical disability leave without pay.
- The effective date of reappointment should be no later than four weeks after receipt of a physician's certification that the employee is able to fully resume the normal duties of the position.
- Requests for an extension of medical disability leave without pay beyond six months require approval of the Provost/vice president/dean and the Vice President for Human Resources. All accrued annual leave shall have been expended prior to the beginning date of any extended medical leave without pay. Such extensions will be for no more than six months at a time. Upon expiration of the extended leave, every effort will be made to place the employee in a comparable position within the university. However, the university cannot guarantee reemployment in the event of such an extension.
- Other Leave Without Pay
- A leave of absence without pay may be granted for personal convenience (such as extended vacation, travel, study, child care, etc.) upon recommendation of the unit head and with the approval of the Vice President for Human Resources for a period of time not exceeding six months.
- In exceptional cases, a leave of absence without pay may be extended to 12 months by the Vice President for Human Resources upon recommendation by the unit head and the Provost/vice president/dean. All accrued annual leave shall be expended prior to the beginning of any other leave without pay. Upon expiration of the extended leave, every effort will be made to place the employee in a comparable position with the university. However, the university cannot guarantee employment at the expiration of an extended leave.
- Limitations on Leave Without Pay
- An employee shall not earn annual or sick leave credits for any period not in pay status.
- Leave without pay for personal convenience should not be granted if it would cause undue hardship on the operation of the department or on the working conditions of other employees in the department.
- Leave without pay granted to an employee affected by a reduction-in-force is only for the purposes of continuing eligibility for participation in the Group Life Insurance program (Section PER 4.16, Reductions-In-Force).