Medical Leave

It is the policy of the University to comply with the Family and Medical Leave Act of 1993, which grants an eligible employee up to a total of 12 workweeks of leave in any 12- month period for certain circumstances. An eligible faculty member is entitled to up to a total of 12 workweeks of unpaid medical leave during a 12-month period to care for an immediate family member (spouse, child or parent) with a serious health condition, or when the faculty member is unable to work because of his or her own serious health condition. This medical leave will count against the employee's total family and medical leave entitlement of 12 weeks in any 12-month period. Generally, such medical leave is unpaid.

  • To be eligible for medical leave, the faculty member must have worked for the University for at least one academic year.
  • The University may require that any period of medical leave be supported by certification issued by a healthcare provider. The certification must be provided in a timely manner. Subsequent recertifications may be required.
  • Requests for medical leave should be made in writing, stating the reason for the leave, the requested starting date of the leave and the faculty member's anticipated date of return.
  • All requests for medical leave, except for emergency situations, must be submitted as far in advance as possible, but in any event, at least thirty (30) days prior to the commencement of the leave in order to enable the University to provide for adequate staffing of the faculty member's position during the leave.
  • A request for medical leave must be submitted to the faculty member's department chairperson or dean.
  • Upon return from medical leave, the University will return the faculty member to his or her original teaching duties.
  • During a period of approved medical leave, the University will continue the faculty member's hospital-medical-surgical and dental benefits up to 12 weeks. University contributions to benefit programs stop after 12 weeks of medical leave. If the faculty member voluntarily decides not to return from leave for reasons unrelated to personal or family illness or reasons unrelated to the birth, adoption or placement in foster care of a child, the University may seek to recover its portion of health plan premiums paid for the faculty member during the leave. (Policy added 11/93, Office of Employee Relations; approved by Faculty Senate)