6.7.1 - AUDIENCE
All Regular, Full-time staff employees. Unpaid leave of absences for Regular, Full-time Ranked Faculty is addressed in the Faculty Policy Manual.
6.7.2 - PURPOSE STATEMENT
The purpose of this Policy is to set forth University policy and guidelines relating to unpaid leaves of absences.
6.7.3 - DEFINITIONS
6.7.4 - THE POLICY
Occasionally, an individual finds it necessary to temporarily interrupt their active employment for compelling personal reasons for a period up to 6 weeks. An unpaid personal leave allows a staff employee who has completed the Introductory Period with the University (hereinafter “employee”) to temporarily suspend employment while maintaining status as an employee of the University.
The decision to grant an unpaid personal leave is at the sole discretion of the supervisor and/or department head, in conjunction with the appropriate vice president or Provost as applicable.
The employee’s written request for a personal leave will be evaluated against certain factors such as:
- The employee’s service and performance;
- Operational requirements; and
- The urgency of the need or circumstance.
The employee must exhaust all vacation prior to taking an unpaid personal leave. Failure to return from a leave will be considered as a voluntary termination. The following incidents will apply:
- If the employee fails to return from the leave at the specified time;
- If the employee seeks or accepts any work with another employer; and
- If the employee operates a business during the leave.
Failure to return to work at the end of an approved personal leave of absence will be considered a resignation.
Benefits During Leave of Absence
- If the employee is benefit eligible, health insurance coverage will continue throughout the duration of the leave. The conditions under which such coverage is provided will be the same as if the employee were actively working. Moreover, employees will not lose any employment benefits earned and accumulated before their leave begins. Employees on an unpaid leave, however, are not eligible for jury duty, funeral leave, or sabbatical leave during such leave.
- The employee share of any health plan premiums must continue to be paid by the employee while on unpaid leave, and payments are due at the same time as if made by payroll deduction. Similarly, employees contributing to their family’s health care coverage are required to make the appropriate contributions during the approved family or medical leave of absence. Monthly payment by cash or check must be received by Human Resources by the fifteenth of each month. Failure to make any required payment will cause such health care coverage to lapse.
- If an employee’s share of any health insurance premium is delinquent for more than thirty (30) days, the employee’s health coverage may be terminated. If coverage is not terminated and the University elects to pay the entire premium, the amount of the employee’s delinquency will be recovered from the employee after (s)he returns to work.
- If an employee fails to return to work after unpaid leave has expired, the University may recover the cost of any premiums it paid during the employee’s unpaid leave unless the employee’s failure to return to work is the result of: (a) The continuation, recurrence or onset of a serious health condition that would entitle the employee to unpaid leave; or (b) Other circumstances beyond the control of the employee.
6.7.5 - RELATED POLICIES AND APPLICABLE LEGAL OR ACCREDITATION STANDARDS
6.7.6 - PROCEDURES
Regular, Full-time employees may make a written request for a personal leave through the employee’s supervisor as soon as reasonably possible given the circumstances.
6.7.7 - REFERENCING THE POLICY
6.7.8 - HISTORY
This is a new policy, replacing language in the Staff Manual (May 2014).
6.7.9 - APPENDIX
There are no appendices to this Policy.
6.7.10 - APPROVALS
Laura Custer, Director of Human Resources
Dr. Kathleen Jagger, Acting President