|Approved on January 7, 2008||Signatures and dates
on archival copy
|30 days after approval|
|James E. Kemper|
Associate Vice President for Finance and Administration for Human Resources
Executive Vice President and Provost
|Roderick J. McDavis|
A medical leave of absence shall be limited to the period of time that the employee is unable to perform the substantial and material duties of the employee's position. A medical leave related to pregnancy may include reasonable pre-delivery, delivery, and recovery time. The length of any medical leave shall be certified by a physician. Accumulated sick leave must be exhausted before any medical leave can be approved. The University will continue group insurance coverage for a maximum period of six months for employees granted leave of absence for medical reasons. The employee must continue to pay appropriate contributions for group insurance for the six month period. See also Policy and Procedure 40.054, "Family and Medical Leave."
A leave of absence for personal reasons may be granted to permanent full-time and permanent part-time employees. An eligible classified employee may be granted a leave of absence without pay for purposes of child care. Such leaves shall be limited to a period not to exceed six months.
Leave may be granted to permanent full-time employees for a maximum of two years for the purpose of education, training or specialized experience which will improve the employee's job skills. (Military leave provisions are covered in Policy and Procedure 41.127, "Military Leave for Classified Employees.")
An employee granted a leave of absence for personal reasons may continue group insurance coverage for up to six months by paying premiums in advance. If an employee allows coverage to lapse while on leave of absence, a new enrollment card must be signed to obtain coverage upon return to work. Evidence of insurability may also be required.
Renewal or extension to any leave beyond the maximum allowed shall not be granted.
An employee returning to work from a medical leave of absence must obtain medical clearance from the Occupational Health Clinic as outlined in Policy and Procedure 40.034, "Occupational Health Program for Classified Employees."
When an employee returns to work from an approved leave of absence, the department head shall furnish, without delay, a written notification to University Human Resources indicating the date of return, and the employee will be returned to active status.
Upon completion of an approved leave of absence the employee will be returned to his or her former or similar position within the classification. If the position no longer exists the employee shall, with approval of the Associate Vice President for Human Resources, be assigned to a position in a classification similar to that formerly occupied.
An employee does not receive pay for holidays observed and does not earn sick leave or vacation credits during an approved leave of absence.
If approved by the department head or the Associate Vice President for Human Resources, the employee may return to the position prior to the originally anticipated expiration of a leave of absence.
If it is discovered that leave is not actually being used for the specific reasons it was granted, the Associate Vice President for Human Resources may cancel the leave and direct the employee return to work. In no case shall leave be granted to an employee for the purpose of seeking or accepting other employment, including self-employment.
An employee granted a leave of absence may restore lost service credit with the Ohio Public Employees Retirement System (OPERS) after returning to regular contributing status in the system for a period of twelve months. Details and procedures regarding OPERS service credit may be obtained from University Human Resources.
|Dick Piccard revised this file (https://www.ohio.edu/policy/40-033.html) on March 23, 2016.|