(Board Policy 420.1, 420.2; Universitywide Administrative Memorandum 435.2,
435.3; AHRMS Policy Manual 105-8)
Requests for leave of absence without pay should be made to and must be
approved by your department head. Leave of absence without pay may be granted to
University employees for the following reasons:
- An extended absence, requested by the employee, which is in the best
interest of the University or which the University is able to accommodate.
Classified employees may be granted up to six months' leave without pay, and
non-classified employees up to one year's leave with out pay. You must make a
written request to the Chancellor for approval of your leave of absence without
pay, if it is for any reason except those which follow.
- Necessary absences because of your or your immediate family member's
serious health condition (see 7.5 Family and Medical Leave) or because of
disability or personal reasons when the absence extends beyond your available
earned annual and sick leave. On a case-by-case basis, unpaid leave will be
considered as a form of reasonable accommodation for qualified individuals with
disabilities.
- Leave for the birth or placement of a child with you for adoption or
foster care (see 7.5 Family and Medical Leave and 7.6 Maternity Leave).
- Military leave that involves active duty or active duty for specialized
training (see 7.8 Military Leave).
- Employees may be put on leave of absence without pay for disciplinary
reasons.
You must use all of your accumulated annual leave before you take leave
without pay, except when the leave qualifies as maternity leave, certain types
of military leave, or when the leave is for disciplinary purposes. You will not
earn annual leave or sick leave if you are on leave without pay for ten or more
days during a calendar month. You will not be paid for official University
holidays while you are on leave without pay.
When you are on leave without pay, you may continue to participate in the
University's group insurance programs. However, you must pay the total cost
(your part and the University's matching part) of your coverage for any month
when you are on leave without pay for ten or more consecutive days. For those
benefits provided by the University, with no employee contribution (basic life
insurance and long-term disability insurance), you must pay the amount of the
University's contribution or risk loss of coverage, except when those benefits
are protected by FMLA regulations (see 7.5, Family and Medical Leave).
If you fail to report to work promptly at the end of an agreed-upon period of
leave without pay, your employment with the University may be terminated. If
there is good reason for the delay, the University may extend your period of
approved leave. The Chancellor must approve the extension if it causes your
total leave to exceed six months.
7.13
Updated
7/1/2006