Procedure No.: 40.033 Page No.: 1 and 2 of 2 Date Issued: 05/01/82 Issued By: G. Peebles
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.
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 No. 41.127.)
An employee granted a leave of absence for personal reasons may continue group insurance coverage for a six months period 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 leave of absence must obtain medical clearance from the Occupational Health Clinic as outlined in Policy No. 40.034.
Upon completion of an approved leave of absence the employee will be returned to his/her former or similar position within the classification. If the position no longer exists the employee shall, with approval of the Personnel Director, be assigned to a position in a classification similar to that formerly occupied.
If approved by the department head and/or the Personnel Director, the employee may return to the position prior to the 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 Personnel Director 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 Public Employees Retirement System (PERS) after returning to regular contributing status in the system for a period of twelve months. Details and procedures regarding PERS service credit may be obtained at the Personnel Department.
Dick Piccard revised this file (http://www.ohiou.edu/policy/s40-033.html) on January 7, 2008.
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