In the event that an employee has used all of his/her accumulated sick leave and/or has exhausted benefits under a Family and Medical Leave of Absence and is unable to return to work due to personal illness or injury, an unpaid sick leave of absence may be requested.
All regular employees who have completed their first one-hundred and twenty (120) days of employment are eligible to apply.
An unpaid sick leave of absence will not be approved for more than twelve (12) months from the last day paid. See Absences from Work - Extended absence for additioinal information regarding employment status.
An approved unpaid sick leave of absence will not result in any loss of seniority, or benefits that are related to seniority, provided that the employee returns to work (either in the previous position or in a different benefits-eligible position) within the leave of absence provisions and no later than the date initially approved for the end of the leave period. Certain benefits can be retained while on leave of absence. Human Resources should be contacted for details. In general:
A staff member granted an unpaid sick leave is not guaranteed a position at the end of that leave. However, every effort will be made by Human Resource Services to assist the employee in securing a position comparable to the position held prior to leave. To facilitate this, the employee must contact Human Resource Services at least two (2) weeks before a leave of absence expires to begin searching for a position.
Unpaid Sick Leave Reemployment Privilege
|Time Period||Reemployment Privilege||Benefits|
|Before end of approved leave.||May apply for positions as internal candidate through Job Opportunity Program.||If a position is secured, employee retains seniority and benefits related to seniority.|
|For ninety (90) days after end of approved leave.||Eligible to apply for internally posted positions.||If a position is secured, employee is considered a new hire.|
|More than ninety (90) days after the end of approved leave.||May apply for externally posted positions.||If a position is secured, employee is considered a new hire.|
If the employee secures a position before the end of the approved unpaid sick leave of absence, the employee must present to his/her supervisor a physician's release to return to work. A copy of this statement is to be forwarded to Human Resources for retention in the employee's document file. Under no circumstances is an employee allowed to return to work without providing this statement.
The University reserves the right to require that the employee have a physical examination at the University Health Center upon return from a lengthy illness which may have affected the individual's ability to perform job duties. In such cases, the employee's supervisor is to contact Human Resources to schedule the physical examination.
To apply for an unpaid sick leave of absence, the employee must complete the appropriate sections of a Leave of Absence Application (P-320) and attach a supporting physician's statement indicating the date the employee became unable to work and, whenever possible, the projected date of return to work.
The employing department issues a Transaction form removing the employee from the active payroll and placing him/her on a leave of absence.
The Consent to Release Leave of Absence Information is an optional
form provided to the employee by Human Resources. This form, when completed and returned
to Human Resources, allows the HR Services staff to release leave of absence information
on the employee's behalf to specific, relevant parties (e.g., the employee's personal spokesperson,
bargaining unit, etc.).