Medical Leave of Absence
Purpose: To provide benefit eligible administrative and support staff with a disabling illness with a leave of absence for up to 6 months.
Policy Statement: Employees who are unable to work due to illness or injury may be granted a leave of absence for the duration of the illness, not to exceed 6 months. The Assistant Vice President for Human Resources and the employee's supervisor will determine whether the request for leave will be granted.
1. Staff who wish to request a medical leave of absence must make their request in writing to their supervisor with a copy to Human Resources as soon as they anticipate the need for leave of absence. The employee should provide Human Resources with the Physician's Certification Form (available in Human Resources).
2. The Assistant Vice President of Human Resources and the supervisor, in consultation, may choose to approve or deny the request for medical leave of absence beyond qualifying leave under FMLA/OFLA entitlements.
3. If the employee is eligible for medical leave through FMLA or OFLA, the FMLA/OFLA leave will run concurrent with the personal medical leave. This means that the combined total of FMLA/OFLA leave and approved medical leave can be no more than six months.
4. Employees on an unpaid medical leave of absence outside of FMLA/OFLA may continue medical and dental insurance for up to three months by paying the full premium, and after that time through COBRA insurance continuation. Life, long-term disability, and optional insurance plans may be continued for the duration of the medical leave. Employees are responsible for premium payment of optional insurance. Tuition assistance benefits, if applicable, will continue to be provided by the College. All other benefits will cease for the duration of the leave.
5. Upon returning, employees will be returned to the original position if the job is available and the employees are able to perform the job. A collective bargaining agreement may supersede this procedure.
6. If the employee cannot or does not return to work at the end of approved leave, employment may be terminated.
Approved by the Executive Council, June 24, 1992.
Revised on May 31, 2002.
Revised on March 31, 2005.
Revised on June 4, 2008.