LEAVES OF ABSENCE
FMLA - Family Medical Leave Act
FMLA is federal legislation that entitles eligible employees to take an unpaid leave of absence from work for up to 12 weeks to respond to qualifying events affecting individual and family needs.
LEAVE DONATION
The Leave Donation Program is a voluntary program designed to relieve permanent employees from the hardship of an extended absence from work when leave balances have been exhausted. This policy does not replace or alter normal applicable rules on sick leave usage. The program is designed to be used by 1) an employee with a serious medical condition as determined by University Health Services; or2) whose immediate family member (as defined in the policy or contract that applies to the recipient's position) has a serious medical condition as determined by University Health Services, that requires the employee's presence and whose leave balances have been exhausted. Donated leave may be used to bridge the time an employee will be out of pay when waiting to receive disability, disability retirement, or regular retirement. An employee who is eligible to receive disability, disability retirement, or regular retirement may not receive donated leave in lieu of opting to receive any of these benefits. As this is a voluntary program, coercion to obtain donated hours is strictly prohibited.
ACADEMIC/SABBATICAL LEAVE
An Academic leave of absence may be granted by the Board of Trustees on recommendation of the President for purposes of promoting individual faculty development. A faculty member must have seven years of full-time service to be eligible to take an Academic leave. Requests for leave must be filed at the academic unit level by October 31 of the year preceding the academic year in which the proposed leave will occur. Since faculty members remain in active pay status while on an Academic leave, normal benefit reductions/deductions will continue to be taken from the regularly issued paycheck.
PROFESSIONAL LEAVE
A faculty member may apply for a leave for a period from one quarter to one full academic year. Under appropriate circumstances, the leave may extend through a second year. The written request for leave must be submitted to the academic unit head at least 90 days in advance.
A faculty member shall receive all benefits to which he/she would have been entitled as if the person were not on leave. The university will continue to make its contributions to benefits as long as the employee makes any contribution which normally would have been payroll deducted had he/she been in active pay status.
EDUCATIONAL LEAVE
An Educational leave of absence may be granted at the discretion of the department for a period of up to one year; an extension may be granted for a period not to exceed one additional year. Since an Educational leave is always unpaid, all vacation and compensatory time must be used prior to the start of an educational leave of absence. Once in an unpaid status an employee will not accrue sick or vacation time nor receive pay for any holiday which falls during the unpaid leave.
During the first year of an Educational leave the university will continue its contribution to medical and dental insurance, as long as the employee makes any payment which normally would have been deducted had he/she been in active pay status. The employee is responsible for the full cost of all other benefits. If the leave extends into a second year, the university will no longer make any contribution to the dental insurance. If payment of any or all benefits is not made in a timely manner, coverage will be terminated until the employee returns to active status.
Upon completion of an Educational leave the employee is to be returned to the position formerly occupied, or to a similar position if the employee's former position no longer exists.
MILITARY LEAVE
Reserve or National Guard--Employees who are members of the Ohio National Guard or any reserve component of the US Armed Forces, are entitled to a leave of absence without loss of pay for a period not to exceed thirty-one (31) days per calendar year. When the call to duty exceeds thirty-one days in any one calendar year, employees shall be granted emergency leave without pay for the time in excess of the thirty-one days. If the salary from the military is less than that paid by the university, the university will pay the difference.
Active Military Duty--A military leave for active duty shall not be extended beyond the period of time corresponding to a normal tour of duty. Upon (honorable) discharge, an employee is entitled to reinstatement in his/her current position. An employee who re-enlists is not eligible for restoration.
An employee is required to submit to Human Resources a copy of the military orders or other statement in writing from the appropriate military authority as evidence of a call to training/duty.
During paid leave, full benefits will continue. Regular reductions/deductions will be taken from the employee's paycheck. During unpaid leave the employee must pay the full cost of their benefits. RESTRICTIONS: Employee, spouse, and dependent life insurance, Personal Accident Insurance and Long Term Disability insurance cease while on military leave. These benefits end on the date an employee begins active duty in the armed forces of any state.
- Personal
- Special
- Union
- Disability
- Medical/Sick
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