Staff Administrative Leaves Regular Full-time employees will be placed on administrative leave and excused without loss of pay, based on their eligibility, for the reasons listed below. If any of the following administrative leaves fall within annual or sick leave, they will be taken as administrative leave and not charged against annual or sick leave. Jury Duty/Witness SummonsThe University will continue to pay the wage or salary for employees who are summoned to jury duty and who submit to their supervisor the summons or other notice from the court indicating the day(s) of scheduled jury duty. Payments received for jury duty may be retained by an employee. An individual who is employed by the University on other than a full-time regular basis will be given time off without pay while serving on jury duty. Suspension of Normal Campus OperationsIf the University closes due to severe weather, the President may grant administrative leave for employees to be paid for any time designated as administrative leave. As long as the University remains open, employees will be expected to report to work as usual. Bereavement: a maximum of three workdays may be per occurrence, upon the death of an immediate family member. This leave must be used within one month from the date of death and may be taken intermittently. This benefit does not accumulate from year to year. When the employee returns to work, the supervisor may request official documentation such as an obituary notice to substantiate that the employee was eligible for bereavement for leave.Immediate family is defined as spouse, child, mother, father, brother, sister, mother-in-law, father-in-law, sister-in-law, brother-in-law, grandparent, grandparent-in-law, or grandchild. Stepchildren, stepparent, and guardian relationships are included in this definition. An employee who wishes to use bereavement leave should notify his or her supervisor immediately. Military Leave Full-time regular employees are entitled to military leave of absence for periods when they are engaged in military duty or training for the National Guard or for any reserve component of the United States Armed Forces. Military leave for such employees is leave without pay, except that under state law they are entitled to receive full pay for the first twenty-one working days of absence on military leave in each calendar year. During this period, sick and vacation leave accrual also continues. Compensation and benefits will not continue after 21 consecutive days of military leave. As soon as practicable, staff members eligible for military leave benefits must provide a copy of their military orders to the Associate Vice President for Human Resources via their department head or supervisor. Certain classes of veterans who leave University positions for active military service also have reemployment rights and the right to compensation in an amount which is equal to the difference between the lower active duty military pay and the higher public salary which he or she would have continued to receive if not called to active service. General Leave of Absence Leave for personal reasons may be granted to full-time employees with a year or more of continuous regular service. General leave is uncompensated and ineligible for UAH benefits. Available sick and vacation leave should be utilized before medical leave begins. When requesting a general leave of absence, the Request for Leave of Absence Form must be submitted and is subject to department approval. The department should consult with Department of Human Resources. Overstaying a leave of absence without proper notification and approval may constitute an automatic resignation and the loss of the right to reinstatement. Medical Leave of Absence Leave for reasons of prolonged illness or other justifiable medical conditions may be granted to full-time employees. Medical leave is uncompensated and ineligible for UAH benefits. Available sick and vacation leave should be utilized before medical leave begins. A one-time extension, not to exceed 6 months, may be granted on a case-by-case basis and with appropriate medical certification. The total amount of time an employee can be on an approved medical leave of absence is one (1) year. When requesting a general leave of absence, the Request for Leave of Absence Form must be submitted and is subject to department approval. The department should consult with Department of Human Resources. Overstaying a leave of absence without proper notification and approval may constitute an automatic resignation and the loss of the right to reinstatement. Maternity Leave The University does not have a separate “maternity leave” policy. An expectant mother may continue to work without requiring or requesting leave either before or after childbirth, provided they are physically able to perform regular duties. Absences from work due to pregnancy, childbirth, or related conditions are to be handled, as necessary, under the University’s policies for sick leave, vacation leave, Family and Medical Leave Act leave, Pregnant Workers Fairness Act, and medical leave.
