Leave Of Absence

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Leave Of Absence

• Presented by
• Alicia Howard

2
Leave Management

• HR administers all leave processes in accordance
  to policy and law
• All leaves are reported to HR for consistent
  management of pay and benefits
• NAU policies apply to all employee
  classifications as they pertain to leave of
  absence

3
Leave Types

• Family Medical Leave of Absence (FMLA)
• Extended Medical Leave of Absence
• Extended Personal Leave of Absence
• Industrial Leave of Absence

4
FMLA

• FMLA was implemented in August of 1993 to allow
  an employee to create a balance between their
  family life and career.

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FMLA Eligibility

• Employed for at least 12 months and
• Completed at least 1,250 hours of service during
  the 12-month period preceding the leave
  commencement date

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FMLA Entitlements

• 12 weeks leave with or without pay
• Can be taken intermittently if not related to
  maternity/paternity
• Reinstatement to the same or equivalent position
• Continuation of University benefits

7
Reasons for Leave/Leave Duration

• The birth of a child of the employee
• 12 weeks total if both parents work at NAU
• Placement of a child with the employee for
  adoption or foster care
• 12 weeks total if both parents work at NAU
• To care for a son, daughter, spouse or parent
  with a serious health condition
• For the employees own serious health condition

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Health Conditions Covered by the Act

• FMLA applies when the employee or relation has a
  serious health condition
• A serious health condition is defined as an
  illness, injury, impairment, or physical or
  mental condition
• A Certificate of Health Care Provider must be
  completed by the attending physician

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ExtendedMedical Leave

• Granted to employees that need to take time from
  work that do not qualify for FMLA or have
  exhausted their 12 weeks of FMLA leave.
• May extend to Long-Term disability
• Employee is required to re-certify every three
  months unless specified otherwise by HR

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Extended MedicalEligibility

• Regular employees who work 50 time (20 hrs wk)
  or more for a continuous period of six months or
  more.
• Leave must not exceed the number of days actively
  at work the prior year.
• Employee may request leave due to a disability
  because of health reasons, including maternity.

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Extended Medical Eligibility, Cont.

• Reinstatement to the same or equivalent position
• Any combination of paid or unpaid leaves will not
  exceed a period of longer than 12 months.

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Notification

• Supervisor reports to HR any absence longer than
  three working days due to a medical reason
• LOA request must be received by HR within 30 days
  of leave commencing
• HR approves FMLA or Extended Medical LOA requests

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ExtendedPersonal Leave

• Granted to employees that need to take time from
  work due to personal reasons
• Personal reasons include
• Enrollment in educational coursework related to
  employees position
• Temporary relocation of spouse/partner
• Family emergency
• HR Partner is a resource for Supervisors when
  considering such a request

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Extended-Personal, Cont.

• Personal LOAs are granted at Supervisors
  discretion
• LOA request must be completed and returned to HR
  along with PAR for processing
• Personal LOAs do provide job protection to
  employee
• Personal Leave can be granted for up to one year.

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Extended Personal Leave Eligibility

• Regular employees who work 50 time (20 hrs wk)
  or more for a continuous period of six months or
  more (benefit-eligible)
• Leave must not exceed the number of days actively
  at work the prior year.

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With Pay vs. Without Pay

• Sick (FMLA/ Extended Medical/ Extended Personal
  )
• Vacation (FMLA/Extended Medical and Extended
  Personal)
• Leave Without Pay (LWOP)
• Compensatory time may be used depending on
  circumstances
• In some circumstances

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Short-Term Disability

• Two plans to choose from.
• Provident pays 70 of weekly salary for up to 6
  months
• Standard pays 66 2/3 of monthly salary for up
  to 6 months.

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Leave Options

• (Refer to Handout)
• With Pay Accrual Use Only
• With Pay Short-Term Disability Accrual Use at
  Full-Time
• With Pay Short-Term Disability Accrual Use at
  Part-Time
• Without Pay but With Short-Term Disability

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Leave Options, Cont.

• Without Pay
• Combination
• Probationary

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Compassionate Transfer of Leave (CTL)

• Not a leave type
• Provides additional paid leave to eligible
  employees due to a catastrophic illness or injury
  confirmed by a physician of 45 days or greater
• Initial probationary period satisfied
• Employees voluntarily transfer accrued vacation

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Compassionate Transfer of Leave (CTL)

• Employee must have exhausted all forms of paid
  leave
• CTL will not exceed anticipated period of
  disability, the six months of unpaid status, or
  the commencement of long term disability
• If used with STD, CTL supplements percentage not
  paid by STD
• HR approves CTL requests

22
Industrial Leave of Absence

• Employees covered for work related injuries or
  illnesses.
• Runs concurrent with FMLA
• Supervisors Report of Injury (SRI) must be done
  immediately
• Must call early notification 800-837-8583

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Employees Responsibilities

• Complete the LOA Request
• Attending physician must complete the Certificate
  of Health Care Provider
• Complete STD claim forms (if applicable)

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Employees Responsibilities

• Review LOA policy and procedures provided by HR
• Complete ROAs if applicable
• Return completed forms to HR, ROAs processed by
  department
• Re-certification as required

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Supervisors Responsibilities Include

• Notify HR after three days of absence due to
  medical reasons
• Uses HR as a resource for all types of leaves
• Signs leave-related documents
• Ensures proper accounting of time away from work
  place
• Ensures privacy of sensitive employee information

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HR Responsibilities

• Provide leave related information to employees
  and supervisors
• Collaborate with other NAU entities regarding
  special cases (when needed)
• Ensure consistent application of policies and
  procedures
• Work with medical providers when necessary for
  clarification

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• Questions?