Leave of Absence Without Pay

Purpose

To explain circumstances under which unpaid leave of absence may be granted and to define procedures which are to be followed.

Responsibility

a. Supervisors at all levels are responsible for administration of the provisions of this procedure.

b. Executive directors are responsible for monitoring operation of this procedure and for approval/disapproval actions.

Definitions

The following types of Leave Without Pay (LWOP) are recognized by GovC.

Specific Leave.

May be granted at the request of an employee to extend limited re-employment rights. The supervisor and executive director may agree, with any stipulations deemed advisable, to grant the leave and upon his return to place the employee in the same or a similar job, if one is available within the division. May be approved for a period of up to three months. Renewable at the discretion of the executor director in increments of three months or less.

Involuntary Leave.

May be granted in lieu of layoff, when circumstances warrant, in the judgment of the executive director. Provided for situations where contract expires but renewal is expected within thirty days. Also applies to other absences not covered by any accrued or advanced paid leave.

Medical Leave of Absence

Medical Leave: Granted for periods of up to 6 months (Family Medical Leave 12-week period counts on this time) for employees who are unable to perform the functions of their job because of their own serious health condition or disability. Specifically covers disabilities resulting from pregnancy, childbirth, or medical conditions. If after 6 months an employee has not returned to work, they may request an additional extension of up to 12 months. If the request for an extension is not received, these employees may be terminated immediately. If the request is received, the maximum amount of Medical Leave of Absence allowed will be 12 months.

Limitations

a. Granting of an extended leave of absence is considered a privilege reserved for employees in good standing. Granting such leave is at the discretion of the responsible executive director.

b. If an employee on leave of absence has not returned to work at the end of six months' total absence, employment will be considered terminated unless the leave of absence is due to a medical condition. This leave may be extended for an additional six months not to exceed 12 months.

c. Length of Service (based on anniversary date) is not affected if the employee returns from an approved LWOP within sixty days. In all other circumstances, employment date will be adjusted by the period of absence.

d. Continuation of group insurance, if desired, will be dependent upon stipulations contained in the various insurance policies, and will be at the employee's expense.

e. Leave accruals and holiday pay cease during periods of unpaid leave.

Procedure

a. Specific Leave of Absence.

(1) An employee may request Specific leave of absence without pay by memorandum to his supervisor. Reason for the leave request must be shown.

(2) Supervisor and the executive director will determine the feasibility of granting the requesting leave of absence in view of workload, personnel availability, contract prospects, budget, and other considerations, and may opt to decline or grant the leave.

(3) Renewal requests and determinations will be handled in the same manner.