Leave of Absence Chart

Transcription

1 Leave of Absence Chart Page 1 of 6 Medical An employee is medically unable to work due to personal illness or injury. Arbitrary failure to follow accepted medical practice may result in the denial of an employee s request for a medical leave of absence or an extension of a previously granted medical leave of absence Child Care (Non-Discretionary ) Available for the care of an employee s child following birth, adoption, or foster care placement. A qualifying adoption or foster care placement is one in which the child is under the age of eighteen, or eighteen years of age or older and incapable of self-care due to a physical or mental disability. Exhaust PTO and extended sick prior to Accrued PTO is paid off following MD release to RTW, last paid day or last day worked (whichever is applicable). Employees may save up to 40 hrs of accrued time if submitted in writing prior to LOA and LOA will be six months or less. Must use all available PTO time Exceptions: 1) An employee covered by Workers Comp may, but is not required to use all available PTO prior to the start of a medical 2) An employee off work because of an injury covered by an outside insurance policy may, but is not required to use PTO prior to the start of a medical Employee giving birth must use extended sick time pay until medically able to return to work and all PTO prior to the start of the All other employees following the birth of the employee s child, adoption or foster care placement must exhaust all available PTO prior to the start of the All PTO, Supplemental Disability and One Time Bank (if applicable) must be exhausted prior to the start of the When Medically necessary, a FMLA leave may be taken on an intermittent basis or on a reduced effort up to an absence totaling 12 weeks. If the employee gave birth they must use 80 hrs of One Time Bank and/or PTO followed by Supplemental Disability until medically able to return to work. All PTO must be exhausted prior to the start of the All other employees following the birth of the employee s child, adoption, foster care placement. All available PTO must be exhausted. For leaves 6 months or less, employees may retain up to 80 hours of PTO upon written request. available hours of disability income, and vacation prior to the start the leave of Birth Mother-Must use all available hours of disability income until medically able to return to work and all available vacation prior to the start of the All other employees following the birth of the employee s child, adoption or foster care must exhaust all available vacation prior to the start of the to Must use all available sick time and vacation However, an employee covered by Workers Compensation may, but is not required to, use all available vacation prior to the start of the An employee who is medically unable to work due to pregnancy/childbirth (birth mother) must use all available sick time until the employee is medically able to return to work, and all available vacation prior to the start of the An employee who is absent to care for a child following the birth of the employee s child, adoption or foster care placement must exhaust all available vacation

2 Page 2 of 6 Medical/Child Care Intended for an employee who does not have sufficient paid time off (sick, vacation or PTO) to cover the period of time she is medically unable to work due to pregnancy/childbirth, and she wishes to remain off work to care for her child once she is medically able to return to work. Family Care The employee meets the the FMLA, and is needed to care for a family member with a serious health condition. Pay out PTO at the beginning of the May save up to 40 hrs if requested by the employee Use of PTO time is optional. Runs concurrent with paid or unpaid time. available extended sick pay & all available PTO NOTE: A Medical Leave is the appropriate leave of absence for an employee who does not have enough paid time off to cover the period of time she is medically unable to work due to pregnancy/childbirth, and will return to work when medically able. amount the start of the All PTO must be exhausted When Medically necessary, a FMLA leave may be taken on an intermittent basis or on a reduced effort up to an absence totaling 12 weeks. If the leave is 6months or less the employee can retain up to 120 hours of PTO. Employee must submit request prior to the leave begin date. available hours of disability income and vacation prior to the start of the amount of family care time and vacation, if any, to be used to Must use all available sick time and vacation amount of short-term sick time (family care time) and vacation, if any, to of the Military Caregiver The employee meets the the FMLA, and is needed to care for a covered service member with a serious injury or illness who is a spouse, parent, child or next of kin of the employee. amount of PTO, if any, to of the amount the start of the amount of family care time and vacation, if any, to be used amount of short-term sick time (family care time) and vacation, if any, to of the

3 Page 3 of 6 Qualifying Exigency Employee meets the the FMLA, and there is a qualifying exigency that exists because the employee s spouse, child or parent is on military active duty or has been notified of an impending call or order to active duty in the Armed Forces in support of a contingency operation. Military Service Employee is called to perform duty on a voluntary or involuntary basis in any branch of the Armed Services, regular or reserve, the Army National Guard, or the Air National Guard under competent authority and includes: active duty, active duty for training, initial active duty for training, inactive duty training, and full-time National Guard duty. amount of PTO, if any, to of the amount of PTO, if any, to of the amount the start of the amount the start of the amount of vacation, if any, to of the amount of vacation, if any, to of the to amount of vacation, if any, to be used prior to the start of the amount of vacation, if any, to be used prior to the start of the

4 Page 4 of 6 Government Service Available to an employee with at least one year of continuous service who is: 1) A candidate for a full-time public political office, or 2) Elected to a full-time public political office, except that of Michigan State Legislator. The Constitution of the State of Michigan prohibits Michigan State Legislators from being on a leave of absence from a public employer, or 3) Appointed to an office of a policy-making nature or one of significant responsibility such as head of or assistant to the head of an office, department, or branch of the federal, state, or local government. Educational (Discretionary) The employee has at least one year of continuous service, and is enrolled in a full-time, accredited educational program. The educational program must be directly related to the employee s current position or a University position to which the employee may reasonably aspire. Pay off PTO at the start of the May save up to 40 hrs. at the request of the employee. Pay off PTO at the start of the May save up to 40 hrs. at the request of the employee and if the leave is granted for 6 months or less. available PTO Employee must exhaust all available PTO prior to the start of the Must use all available PTO leave, except that an employee is granted a leave of absence for a period of six months or less shall, upon written request, have up to 120 hrs of PTO retained, provided the request is made prior to the beginning of the IUOE POAM IUOE - POAM-Must use all available vacation time prior to the start of the to Not Applicable

5 Page 5 of 6 Personal Leave (Discretionary) An employee requests a leave of absence that does not meet the a non-discretionary leave of absence or an educational leave of absence. Union Employee is elected or appointed to a full-time office in the Union. No more than one employee at a time will be granted a Union Accrued PTO time is paid off after last day worked. Employees may save up to 40 hrs of accrued PTO time if submitted in writing prior to LOA and LOA will be six months or less The employee must use all available PTO prior to the start of the Must use all available PTO leave, except that an employee is granted a leave of absence for a period of six months or less shall, upon written request, have up to 120 hrs of PTO retained, provided the request is made prior to the beginning of the Employee must exhaust all available vacation prior to the start of the amount of vacation, if any, to of the to available vacation prior to the start of the available vacation prior to the start of the Union-Excused Absence An employee is elected or selected by the Union to attend a regularly scheduled POAM meeting, conference or convention. IUOE POAM Employee chooses the amount of vacation time, if any, to be used prior to the start of the

6 Page 6 of 6 Seasonal Leave A voluntary commitment by an employee to a specified annual work schedule involving periods without work or compensation that has been pre-arranged with the employing department. Unused PTO is held until the employee returns to work. Unused Vacation/sick is held until the employee returns to work PTO is paid out at the start of the leave, except that an employee is granted a leave of absence for a period of six months or less shall, upon written request, have up to 80 hrs of PTO retained, provided the request is made prior to the beginning of the IUOE POAM Not applicable