ScheduleRU OnlineDirectoryContact
Us| RU
AccessScheduleRU OnlineDirectoryContact
Us |
 |
|
|
 Print-friendly version |
|
Site Links Latest News
|
Time-Off/Leaves of Absence
1. In the case of military service, the leave shall be automatically extended from year to year, during the term of service. 2. Leaves for other reasons, including sick leave: the leave may be extended, on request of the individual involved, to a total period of not more than three years. For extension beyond three years, an affirmative decision of the academic unit, the dean, and the Administrative Council is required. 3. The University may terminate a leave by giving six months’ notice to the employee on leave to return to the employment of the University. Failure to return to employment shall terminate the leave of absence and, therefore, any obligations of the University to employee. (Faculty Manual, Section H) Family and Medical Leave Act (FMLA) Policy I. Who is Eligible
II. What is Provided by Roosevelt University a. A total of up to 12 weeks per year of UNPAID leave for any of the following events:
When medically necessary, the leave for serious medical condition may be continuous or intermittent. b. FMLA leave will run concurrently with any other paid or unpaid leaves an employee may be entitled to which are taken for any of the reasons indicated in A above (i.e. maternity, paternity, sick, disability or personal leave). If the benefits provided under one of these leaves are more generous than under the FMLA leave, those benefits will continue to be provided to the extent allowed. c. Continuation of health insurance coverage as though you were actively at work (University and employee continue their usual share of premium costs). There will be no other benefits continued or seniority accrued during the period of the leave; however, any seniority or benefits accrued before the start of the leave will be preserved and restored upon return to active employment (except for paid vacation, sick or other paid time used as part of the family leave time). d. After the leave, you will return to your former position or to a comparable position with equivalent pay, benefits, and other terms and conditions of employment. III. What Are Your Responsibilities a. Whenever possible, you must give 30 days notice before taking leave; other wise, you must notify the University as early as possible. The University reserves the right to delay the start of your leave until the 30-day notice period is met providing the leave is not medically necessary. b. You must provide medical certification from you or your family member’s health care provider for any leave for serious health condition. The certification must include the date the condition started, the probably duration of the condition and a statement that you are unable to perform your duties (or that you re needed to care for the family member who is ill). The University may request periodic or on-going certification of your or your family’s member’s medical condition. c. If it is medically necessary for the leave to be on an intermittent basis, you must make a reasonable effort to schedule medical treatments so as to disrupt as little as possible the ongoing operation of your job, subject to the approval of the health care provider involved. You must provide medical certification as noted in (b) above of the medical necessity of an intermittent leave. d. Whenever possible, provide the University with at least two weeks notice of your return to work; otherwise, give as much notice as possible. You will be required to provide written medical certification of your ability to return to work if the leave was for a medical necessity. e. If you elect to continue your health insurance coverage during the period of your FMLA leave, your share of the premium costs must be paid monthly to the University by the same date as the premium would have been deducted from your paycheck. There is a co-day grace period from the date the payment is due. IV. Other Provisions of the Leave a. If you and your spouse both work for Roosevelt University, you are entitled to a combined total of 12 weeks per year for the birth or adoption of a child, foster care placement, or care of a sick parent. b. You must substitute any accrued paid vacation or annual leave time for part of the 12 unpaid weeks provided under this leave policy. c. At its discretion and own expense, the University may require you to have a second doctor’s opinion for any serious medical condition for you or the immediate family member involved in your request for leave. If the second opinion differs from the first, a third and final opinion may be required. d. If you request an intermittent or reduced-time leave, the University reserves the right to transfer you to an alternative position that can better accommodate the necessary reduced schedule. e. Leave may not be taken intermittently for the birth, adoption or foster care placement of a child. The full 12 weeks of leave must be taken within one year of the birth or arrival of the child. f. If you are a highly compensated employee, the University may be unable to reinstate you if your reinstatement would cause “substantial and serious economic injury” to our operations. If the impact is not realized until after your leave has started, we will notify you immediately and provide you the option of returning to work, with job restoration, within two weeks of your receipt of the notice. If you do not return to work after such notice, you may be considered terminated from employment at the end of the 12-week period of leave. g. If you do not return to work at the end of the leave the University will charge you retroactively for the full premium costs of the health insurance coverage provided to you during the leave. The University may waive the charge due to unusual circumstances. 05/03 Funeral Leave You shall be given four (4) working days off with pay, not to be deducted from vacation days, in case of death in the immediate family (defined as spouse, qualified domestic partner, children, mother, father, brother, sister). You shall be given three (3) working days off with pay, not to deducted from vacation days, in case of death of grandchildren, mother-in-law, father-in-law, grandparent, step-mother, step-father, step children, step sister, step brother, sister-in-law, brother-in-law, or any person living with you. 06/97 Administrators
Faculty
Jury Duty/Witness Subpoena An employee summoned to and accepting jury service shall receive time off for such service. The University shall pay you the difference between your regular salary and the remuneration received for such service. Should the remuneration for jury duty exceed your salary, you shall keep the difference. To receive your full salary, you must send your jury duty check to the Office of Human Resources (AUD 846). You will be reimbursed by the University for the travel expense included in your jury duty check. In the event you are subpoenaed as a witness in court, you shall receive time off with pay. There shall be no loss of vacation time. Your supervisor may request supporting documentation. Maternity/Pregnancy The University provides for a six-month unpaid maternity leave for the birth or adoption of a child. The University pays its usual medical, group life, disability, and retirement benefits for you during the first four months of the maternity leave. Fringes during the additional two months, if used, may be continued on a reimbursement basis. You must request the leave in writing and forward a copy signed by your supervisor to the Office of Human Resources. You must return to work for at least six months after the leave or the benefit premiums that were paid for you by the University during the leave will be payable by you. Pregnancy is treated the same as any other “disability.” That is, when you are unable to perform the duties of your job, due to the pregnancy, and this is confirmed, in writing, by your physician, your salary will be continued in accordance with University’s disability policies. Unless there is a doctor’s written statement to the contrary, disability is assumed as follows:
For a high-risk or complicated pregnancy, the before-birth period of disability could be longer than two weeks, depending on the attending physician’s statements. Under normal circumstances, the time designated as pregnancy leave is included in the maternity leave time that an employee is entitled to have. Pregnant faculty who are able are expected to arrange with their dean to meet their annual, contractual teaching obligations by rearranging their teaching loads during regular semesters or teaching in the summer. The University observes all Federal requirements. 1. Your supervisor and unit manager (Dean or V.P.) may grant a leave without pay to members of the faculty and administrative staff for a period not exceeding one academic year. Such leave may be granted if the following conditions are met:
2. Normally leaves of absence will not be granted to more than one person in any one academic unit in any given semester. 3. Roosevelt University’s insurance benefits will be available to persons on leave provided the University is reimbursed for the cost of the premiums, and arrangements are made in advance with Human Resources. (Faculty Manual, Section H) Number of Years of Continuous Full-Time Service as of 9/1
Important note: Though stated as a yearly total in the chart above, vacation days are earned monthly and awarded on the first day of each month.
|
||||||||||||||||||||||||||||
|
© 2006, Roosevelt University, All Rights Reserved |
|||||||||||||||||||||||||||||
