Leaves, Disability and Time Off for Benefits-Eligible Employees

For Leave/TimeOff questions regarding:

  • Eligibility and processing, including FMLA
  • Policy interpretation
  • Related benefit programming (i.e., Worker's Compensation, Short Term Disability, and Long Term Disability)

Contact your campus HR office.

Your HR Business Partner, in conjunction with the Leaves staff, can assist with any complicated issues that may arise due to a leave of absence.  Please contact your HR Business Partner or call 765-494-1679.

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

Leaves With Pay

During an approved paid leave, the employee pays his or her regular portion of group insurance premiums and the University continues its usual contribution.

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: Employee's 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.

Paid Parental 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.

Jury Duty and Court Witness Duty (Paid Leave)

  • The University grants unlimited leave with pay to allow employees to fulfill their civic responsibility when subpoenaed for jury duty or court witness duty.

Military Leave Up to 15 Calendar Days (Paid Leave)

  • The University grants up to 15 workdays of paid leave per year to allow employees to fulfill their responsibility when ordered to report for military duty.
  • (The University grants unpaid leave for military duty that extends beyond 15 workdays in a calendar year. Please refer to Unpaid Military Leave information.)

Leaves Without Pay

The following leaves are without pay:

Note: Graduate Staff requesting unpaid personal time off for an internship should include “Internship” in the Comment field in SuccessFactors.

Family and Medical Leave (Unpaid Leave) Act (FMLA) Leave

  • 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.
  • An employee meeting the above requirement is eligible for a maximum of 12 weeks of unpaid leave for the following reasons:
    • 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
  • During FMLA leave, the employee pays his or her regular portion of group insurance premiums and the University continues its usual contribution.
  • Expectant mothers: Additional resources are available with the University's Child Care and Lactation Support Program

Military Leave (Beyond 15 Calendar Days)

  • The University grants unpaid leave for military duty that extends beyond 15 workdays in a calendar year. Employees should contact their Human Resources team for information about University benefits during a military leave of more than 15 workdays.
  • The University grants up to 15 workdays of paid leave per year to allow employees to fulfill their responsibility when ordered to report for military duty. Please refer to Leaves With Pay- Military Leave information.

Paid Military Differential

In the instance that a benefits-eligible employee’s military pay is less than their regular salary, including shift differential, the University will pay the difference in salary from day 31 through 24 months of leave, upon the employee’s request. This differential pay is paid through the employee’s regular payroll cycle.

Personal Leave (Unpaid Leave)

All personal leaves are without pay. Personal leave may be used for religious observance, research, education, newborn infant care, personal business, illness, disability, vacation, and other situations that cannot be addressed through a paid leave. Personal leaves granted for medical reasons run concurrently with leave allowed under the Family and Medical Leave Act.

For information on the approval process for granting a personal leave, please contact your Human Resources team or refer to the Quick Reference Guide on Requesting Personal Time Off.

Worker's Compensation (Unpaid Leave)

The University will normally reinstate employees on worker’s compensation leave for 12 continuous months or less to their regular position if they can perform the essential functions of the job, with or without reasonable accommodation as required by law. If the employee is on leave more than 12 continuous months, the University will terminate the employee's employment, as permitted by law. The employee will continue to receive worker’s compensation benefits as required under the Worker’s Compensation Act, regardless of their right to reinstatement or employment status.