LEAVE WITHOUT PAY
Effective: August 15, 2024
Purpose: To outline the requirements and eligibility for leave without pay.
Scope: This policy applies to all employees in the Unclassified Service and University Support Staff.
Responsible Office: Human Resources
Policy Statement:
Unclassified Employees
According to Board of Regents policy, leave without pay (LWOP) for up to three (3) years may be granted by the President of the University when such is judged by the President to be in the best interest of the University. No leave may be granted to any employee who has accepted a permanent position with another postsecondary education institution.
Any extension of a leave without pay beyond three (3) years requires the approval of the Board of Regents. Documentation shall be provided of extraordinary circumstances justifying the extension of such leave beyond three (3) years.
Leave without pay will not be regarded as a break in service; however, such leave will not count toward the earning of sabbatical leave nor will it count toward the tenure probationary period. During a leave of absence without pay, an employee's eligibility for health insurance will be determined by and be in accordance with the policies, rules, and regulations of the State Employees Health Insurance Commission. A request for a medical leave of absence will be approved by the administrator in charge of Human Resources. Medical certification will be required.
Unclassified Employees and University Support Staff
A permanent employee may be granted leave without pay (LWOP) for a period not to exceed one (1) year for sickness, disability, or other good and sufficient reasons. A probationary employee may be granted leave without pay for a period not to exceed sixty (60) days for the same reasons. The employee must submit a letter to their supervisor explaining the reasons for the leave before it will be granted. All sick leave accruals (and vacation leave accruals if appropriate) must be depleted before LWOP will be granted (excluding Christmas holiday provisions). Vacation leave and sick leave may accrue on a pro-rated basis, dependent on the number of hours worked (if any) each payroll period that the employee is on LWOP. The approval of the administrator in charge of Human Resources (HR) is required. Exceptions to this policy may be approved by the administrator in charge of Human Resources with support from the employee’s supervisory chain.
Employees on LWOP may retain their health insurance by paying the entire premium. In certain LWOP situations, the University may continue its contribution toward health insurance for up to twelve (12) weeks under FMLA.
An employee who is injured on the job and awarded workers’ compensation shall be granted use of accumulated leave (vacation, sick, compensatory) upon their request. The University shall not require the employee to exhaust all leave accruals in conjunction with workers’ compensation.
Definitions: All words and phrases shall be interpreted utilizing their plain meanings unless otherwise defined in another University or Board of Regents policy or by statute or regulation.
Procedures: All procedures linked and related to the policies above shall have the full force and effect of policy if said procedures have first been properly approved by the University’s administrator in charge of Human Resources Procedures.
[Human Resources procedures - coming soon]
Related Policy Information: 3.17 – Sick Leave; 3.18 – Vacation Leave; 3.26 – Family Medical Leave Act; 3.32 – Workers’ Compensation