In the event an employee requires a leave of absence from work for reasons other than illness, disability, vacation, or a leave of absence otherwise protected under federal or state law, the University will consider an unpaid leave of absence of up to 30 days. Such requests will be granted in the University’s sole discretion based on a variety of factors including, but not limited to, the reason for, and length of, the requested leave, length of employment, employee performance, workload, and the ability of the University to cover an employee’s job responsibilities during the requested leave.
To be eligible for an unpaid leave of absence, employees must be full-time or part-time benefit eligible in good standing and have continuously worked for the University for one year.
Employees should submit requests to Human Resources. Except in the case of emergencies, requests for a leave of absence should be submitted at least four weeks in advance of the need for the leave. Employees must use all paid leave available concurrent with their leave of absence. Leave accrual will continue when an employee is on paid leave but discontinue if they are in an unpaid status. Holidays, bereavement, or employer’s jury duty pay are not granted on unpaid leave.
Employees should consult Human Resources to determine the impact of any approved leave on an employee’s eligibility for group benefits and required premium payments.
Employees who return from an approved leave may be reinstated to a position of like status and pay if such a position is available and they are qualified. Given changing business needs, however, there is no guarantee of job reinstatement.
Employees must confirm their return date at least one week prior to their return. If additional leave is needed, employees must make such requests as soon as possible. Absent extenuating circumstances, employees who do request an extension and do not return as scheduled will be terminated.