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The following briefly describes the types of unpaid leave currently available at ���ϳԹ�. Administrators and Faculty should refer to for further details. AFSCME 1699 and AFSCME 3200 members should refer to their Collective Bargaining Agreements.

Educational

Classified employees have two years and administrators have one year of unpaid leave to further their education. University health benefits are not available during leave but the employee may elect COBRA coverage.

Medical

Unpaid leave in conjunction with unpaid FMLA not to exceed six months is available for the employee only, health benefits continue if premiums are paid.

Personal

Administrators and bargaining unit employees may take up to six months of unpaid leave for personal reasons. University health benefits are not available during leave but the employee may elect COBRA coverage.

Administrative employees should refer to policy #40.027 and AFSCME 1699, AFSCME 3200 and FOP members their Collective Bargaining Agreements.

Military

Unpaid leave (beyond 176 hours or 22 days of paid leave) granted in accordance with state and federal laws to employees who are inducted or otherwise required to enter military service or active duty, health benefits continue if leave is by executive order.

Classified employees should refer to #41.127.

Guidelines for Military Leave

Eligible employees are entitled to FML due to any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter or parent is a covered military member on active duty or has been called to active duty.

• “Qualifying exigency” includes leave to:
  • address issues that may arise from short notice deployment when notice is 7 or less calendar days prior to deployment (leave is limited to 7 days)
  • attend military sponsored ceremonies related to active duty and leave to attend informational and family programs sponsored by the military, military service organizations and the Red Cross.
  • arrange changes in childcare
  • provide childcare on an urgent, immediate need basis
  • enroll or transfer to a new school or day facility because of active duty
  • attend meetings with school officials when such meetings are necessary due to circumstances arising from active duty
  • make or update financial or legal arrangements to address covered military member’s absence and to act as the covered military member’s representative
  • attend counseling provided by someone other than a health care provider for the employee, military member, or child as need for counseling arises from the active duty or call to active duty
  • spend time with a covered military member on short term rest and recuperation leave (5-day leave limit for each instance)
  • attend post-deployment events (limited 90 days) covered by the military members active duty status and to address issues that arise from the death of a covered military member while on active duty
  • any other events agreed upon by employer and employee
• Leave for qualifying exigency may be taken on an intermittent or reduced schedule without the approval of the employer.

Eligible employees are entitled to FML to care for a covered service member with a serious injury or illness if the employee is the spouse, son, daughter, parent or next of kin of the service member.

Eligible employees entitled to 26 workweeks of leave during a 12 month period to care for service member with a serious injury or illness

• any unused portion not used in 12 month period is forfeited
• leave must be designated by employer as leave for covered service member
• husband and wife working for same employer limited to combined total of 26 weeks
• 26 weeks per covered service member per injury