Leaves / Time Off / Disability

Faculty, Executive, Management, Professional, Continuing Lecturer, Postdoctoral Researcher, Clinical Intern, Clinical Resident and Operations/Technical in Benefit-Eligible Positions

• Leaves of Absence information specific to these positions is available here. 
• The Summary of Leaves Policies and Flexible / Remote Work Guidelines for these positions is available here.

Administrative & Operational Support and Fire/Police and Skilled-Trades Positions

• Leaves of Absence information specific to these positions is available here.
• The Summary of Leaves Policies and Flexible / Remote Work Guidelines for these positions is available here.

Contact your campus HR office for Leave/Time Off questions regarding:

• Eligibility and processing, including FMLA
• Policy interpretation
• Benefit programming (i.e., Worker's Compensation, Short-Term Disability, and Long-Term Disability)
• Issues with a leave of absence

Utilize the Employee Information, Timekeeping and Time Off web page for information regarding how to utilize SuccessFactors for Leave/Time Off  requests.

All time off requests are submitted through SuccessFactors.

• Learn more about SuccessFactors here.
• Learn more about requesting personal, FMLA, Paid Parental, Business and other leaves here.

Utilize the Employee Information, Timekeeping and Time Off web page for additional information.

This guide provides information about the continuation of benefit programs for individuals employed in regular faculty and staff positions. Temporary, graduate student and undergrad student positions are not included.

Purdue University provides paid vacation leave to benefits-eligible employees primarily so they will have time away from the workplace for recreation, travel and relaxation. The University encourages faculty and staff to use this benefit for these and other similar purposes. Please reference the policy to view vacation accrual details.

• Eligible employees in positions classified under Faculty, Executive, Management (levels 3-6), Professional (levels 4-6), Continuing Lecturer, Postdoctoral Researcher, Clinical Intern, and Clinical Resident who are employed on a fiscal-year basis will accrue up to 22 workdays (i.e., 176 hours) of vacation leave during each year of service.
• Eligible employees in positions classified under Management (levels 1-2), Professional (levels 1-3), and Operations/Technical who are employed on a fiscal-year basis will accrue up to 15 workdays (i.e., 120 hours) of vacation leave during the first year of service and up to 22 workdays (i.e., 176 hours) in each subsequent year of continuous service.
  
• Eligible employees in positions classified under Administrative and Operational Support and Police, Fire and Skilled Trades accrue vacation as of their date of hire in direct proportion to the time they are in paid status. Employees are considered to be in pay status if they are working or on a paid leave of absence approved by the University. Full time employees accrue up to 80 hours their first year of employment. They receive an additional 8 hours of paid vacation leave on July 1 each year.

Eligible employees in positions classified under Faculty, Executive, Management, Professional, Continuing Lecturer, Postdoctoral Researcher, Clinical Intern, Clinical Resident, and Operations/Technical receive 308 hours (i.e., 38.5 workdays) of paid sick leave each January 1. Please referece the policy for accrual details.

Eligible employees in positions classified as Administrative and Operational Support and Police, Fire and Skilled Trades accrue paid sick leave as follows: (Please referece the policy for accrual details.)

1. Employees accrue paid sick leave as of their date of hire in direct proportion to the time they are in paid status. Employees are considered to be in paid status if they are working or on a paid leave of absence approved by the University.
   
   
2. Full-time employees accrue paid sick leave at a rate of 80 hours per year. Part-time employees accrue paid sick leave in direct proportion to their FTE.

Employees may use accrued, paid sick leave for the following reasons:

1. If they are unable to perform the essential functions of their job due to a medical reason including, but not limited to, pregnancy, childbirth or pregnancy-related medical conditions.
   
   
2. To care for an Immediate Family Member with a medical condition.
   
   
3. For an appointment with a Health Care Provider that could not be scheduled to occur during non-working hours.

During an approved paid leave, the employee pays their regular portion of benefit premiums and the University continues its usual contribution. Please view the policy for additional details.

Bereavement (Paid Leave)

The University provides the following bereavement leave per event:

• Immediate Relative: Employees are eligible for up to five workdays of paid bereavement leave over six consecutive calendar months for the death of the employee's spouse, parent, child, grandparent, grandchild, or sibling, and corresponding in-law or step-relative.
• Relative Living in Employee's Home: Employees are eligible for up to five workdays of paid bereavement leave over six consecutive calendar months for the death of the employee's uncle, aunt, niece, nephew, or first cousin if the relative lived in the employee's home.
• Relative: Employee's are eligible for up to one workday of paid bereavement leave for the death of the employee's uncle, aunt, niece, nephew, or first cousin.
• Fellow Employee: Employees are eligible for up to one workday of paid leave to attend the funeral of a fellow employee, subject to the staffing needs of the employee's department as determined by the head of the department.

Purdue University provides worker’s compensation benefits to eligible employees as required by the Indiana Worker’s Compensation Act and the Occupational Diseases Act (jointly "the Act"). Generally, under the Act, an injured employee is eligible to receive weekly wage replacement benefits (temporary total disability benefits), medical benefits and benefits for any permanent partial impairment or permanent total disability caused by a work-related injury or illness.

All University employees are eligible for worker’s compensation benefits. Eligible employees will receive worker’s compensation benefits if they sustain an injury or illness that arises out of and in the course of their employment as provided under the Act.

• View policy for additional details.
• View Worker's Compensation web page for key information, FAQs and treatment options.

Please review the Family and Medical Leave Standard and Operating Procedures.

To be eligible for FMLA leave, an employee must have:

• Been employed by the University for at least 12 months (consecutive or non-consecutive) and have worked at least 1,250 hours during the 12-month period preceding the date FMLA leave commences.

• The employee's own serious health condition
• Birth of a child
• Adoption of a child or placement of a child for foster care
• Bonding with the child during the first 12 months following birth or placement
• Serious health condition of a parent, spouse, or child

Reviw the Family and Medical Leave (FMLA) web page for addtional information and resources.

Please review the Paid Parental Leave policy.

It is the policy of Purdue University to provide Paid Parental Leave to benefits-eligible employees, including graduate student employees, due to the birth of an employee’s child or the placement within an employee’s home of an adopted child. This policy will run concurrently with Family and Medical Leave Act (FMLA) leave, in cases where an employee is eligible for FMLA leave. 

• Paid parental leave (PPL) provides parents additional flexibility and time to bond with their new child, adjust to new family situations and balance professional obligations.
• Eligible employees receive up to 240 hours (6 weeks) if employed by the University for at least one continuous year, half-time or more, in a benefits-eligible position. If both parents are employed by the University, each parent may receive up to 240 hours of paid parental leave.

Visit the Paid Parental Leave web page for additional resources.

This plan is currently administered by Guardian.

Long term disability (LTD) insurance provides income replacement during extended periods of disability resulting from illness or injury. The plan covers both occupational and non-occupational disabilities.

The LTD benefit period begins after a 90 calendar-day elimination period for benefit-eligible administrative and operational support, police/fire, and skilled trades staff, and after a 180 calendar-day elimination period for all other benefit-eligible faculty and staff.

The program pays you a benefit equal to 65 percent of your budgeted salary (includes summer pay for Academic Year (AY) staff) for the time period you remain disabled.

Detailed information is available here.

This plan is currently administered by Guardian.

If you are a benefits-eligible employee in an administrative operational support, policy/fire or skilled trade position with Purdue University or in a benefits-eligible position with Purdue Global, you may be interested in short term disability (STD). 

The program pays you a benefit equal to 65 percent of your budgeted salary for the days or weeks you remain disabled. STD benefits cover any illness or injury for which you would otherwise be paid sick leave, including pregnancy.

Detailed information is available here.

Faculty members should review the Research / Instructional / Engagement (R/I/E) Leave Request Procedures provided by the Provost office under Faculty Resources prior to entering a sabbatical leave request in SuccessFactors.

R/I/E leaves are submitted and approved through SuccessFactors. Follow the Business Leave Request QRG and review the Leaves Workflow to see the approval process.

Faculty members should review the Sabbatical Leave of Absence (B-11) policy and the Sabbatical Request Procedures provided by the Provost office under Faculty Resources prior to entering a sabbatical leave request in SuccessFactors.

Sabbatical requests are submitted and approved through SuccessFactors. Follow the Business Leave Request QRG and review the Leaves Workflow to see the approval process.