Like us on Facebook!
Leaves of Absence
The university recognizes that during an employee's career circumstances may arise which require prolonged absence from work. Leaves of absence are available for this purpose. Leaves begin on the fifteenth (15th) consecutive calendar day of absence.
A leave of absence requires the approval of the requesting employee's department.
NOTE:
We are sometimes asked if it is permissible to require FLSA-exempt employees (i.e. non-hourly) to use partial days of accumulated leave when absent from work. The answer is YES. The U.S. Department of Labor has addressed the question in the DOL Opinion Letter. Questions can be directed to Labor Relations and Policy Development at 513-556-6372.
NOTE: For specific information about the leaves listed below, refer to the University Rules, HR Policies, and/or the appropriate Collective Bargaining Agreement.
Types of Leaves of Absence
Academic/Sabbatical Leave (AAUP represented employees)
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.
Administrative Leave
An Administrative Leave of Absence may be granted by the Board of Trustees on the recommendation of the President for purposes of intellectual and professional enrichment promising to serve the best interests of the university.
Adoption Leave
An employee who adopts a child may be granted a Leave of Absence without pay for a period not to exceed six (6) months.
If the employee is eligible and if applicable, the first twelve (12) work weeks of the absence will be designated as Family and Medical Leave (FML).
Child-rearing Leave
An employee may request a Leave of Absence without pay for purposes of child-rearing for a period not to exceed twelve (12) months.
If the employee is eligible and if applicable, the first twelve (12) work weeks of the absence will be designated as Family and Medical Leave (FMLA).
Disability Leave of Absence
An employee who is unable to return to work after exhaustion of his/her sick pay, may be placed on a Medical Leave of Absence without pay or a Disability Leave of Absence without pay. (Refer to the Leave Donation Policy.)
Educational Leave
An Educational Leave of Absence may be granted at the discretion of the department for a period of up to one (1) year; an extension may be granted for a period not to exceed one (1) additional year.
Medical Leave of Absence (Employee)
An employee may be granted a Medical Leave of Absence for medical reasons (including maternity).
If the employee is eligible and if applicable, the first twelve (12) work weeks of absence will be designated as Family and Medical Leave (FMLA). (Refer to the Leave Donation Policy)
Medical Leave of Absence (Family)
An employee may be granted a Medical Leave of Absence to provide care for an immediate family member for a period not to exceed six (6) months.
If the employee is eligible and if applicable, the first twelve (12) work weeks of the absence will be designated as Family and Medical Leave (FMLA). (Refer to the Leave Donation Policy)
Military Leave of Absence
Full-time and part-time faculty and staff who perform voluntary or mandatory services in the armed services (as defined by USERRA) including service in the Ohio National Guard and in the United States Armed Forces, are entitled to a Military Leave of Absence subject to the limitations and restrictions set forth by federal and state laws and regulations.
Occupational Injury Leave (OIL) (FOP employees)
An eligible employee, injured in the line of duty, may be granted an Occupational Injury Leave (OIL).
If the employee is eligible and if applicable, the first twelve (12) work weeks of absence will be designated as Family and Medical Leave (FMLA).
Personal Leave of Absence
An employee may request a Personal Leave of Absence without pay for up to six (6) months for personal reasons.
Professional Leave (AAUP represented employees)
An eligible faculty member may apply for a Professional Leave of Absence for a period from one (1) semester to one (1) full academic year.
Special Leave (AAUP represented employees)
A Special Leave of Absence may be granted to eligible employees for various purposes and time periods.
If the employee is eligible and if applicable, the first twelve (12) work weeks of the absence will be designated as Family and Medical Leave (FMLA).
Family Medical Leave Act (FMLA) Rights
The Family and Medical Leave Act (FMLA) may cover your absence from work for up to twelve (12) work weeks per rolling 12-month period for certain family and medical reasons. FMLA may be taken on a continual or intermittent basis. Starting on the first day of an absence, and if applicable, you must take all accrued sick time as part of the absence. To be eligible for FMLA, you must be able to answer "yes" to all three (3) of these questions:
- Have you worked for the University of Cincinnati for twelve (12) cumulative months in the 7 years preceding the first day of the need for leave?
- Did you have a total of at least 1,250 actual work hours at the university during the 12-month period preceding the start of your intended absence? (Do not count paid or unpaid excused absences or holidays as part of this total.)
- Do you have FMLA time remaining from your twelve (12) work weeks entitlement during your rolling 12-month period?
Required Forms and Documents
- Certification of Health Care Provider Form (CHCP)
- Designation Notice (Family Medical Leave Act) Form WH-382
- Notice of Employee Rights and Responsibilities Under the Family and Medical Leave Act
Reasons for Taking a Leave
FMLA leave may be taken for the following reasons:
- For birth of a child and to care for the newborn child
- For placement of a child with the employee for adoption or foster care
- To care for a spouse, child under 18 or 18 and over if incapable of self-care because of a mental or physical disability at the time leave is to begin, or parent with a serious health condition
- To care for yourself, if you have a serious health condition that prevents you from doing your job
- For a qualifying exigency which arises while a covered family member who is in the Reserves, on active duty, or called to active duty
- To care for a covered military service member injured in the line of active duty
FMLA Advance Notice and Medical Certification
You must provide thirty (30) days advance notice when an FMLA leave is foreseeable. If the need is not foreseeable, you must provide notice as soon as practicable. If you are on an FMLA leave for a serious health condition, you will be asked to provide medical certification to support your absence.
Job Benefits and Protection
During an FMLA leave, you can maintain your UC-sponsored healthcare coverage under the group insurance plan. Contact Human Resources for details about how to do this. Upon return from FMLA leave, employees will be reinstated to their former or equivalent positions in accordance with University Policies and Procedures and/or the applicable collective bargaining agreement.
Use of Paid Time Off
The University requires substitution of paid sick time for unpaid FMLA when applicable.