UAMS ADMINISTRATIVE GUIDE
UAMS ADMINISTRATIVE GUIDE
NUMBER: 4.6.08
DATE: 07/01/91
REVISION: 06/17/2003
| SECTION: | HUMAN RESOURCES |
| AREA: | TIME OFF |
| SUBJECT: | LEAVE OF ABSENCE WITHOUT PAY |
PURPOSE
The University of Arkansas for Medical Sciences (UAMS), in conformance with Act 1077 of 1979, Uniform Attendance and Leave Policy, and the University of Arkansas Board of Trustees' University-wide Administrative Memorandum 435.3, Leave Policy for Classified Employees, has established clearly defined uniform procedures under which leaves of absences may be granted and taken. The purpose of this policy is to inform all departments within UAMS of these procedures so that uniformity can be established throughout the campus.
PROCEDURE
Employees requesting extended
personal leave for reasons other than maternity, extended illness, injury or
disability must obtain approval from the University of Arkansas President.
Employees requesting such leave of absence must submit the request in writing
to the appropriate director or academic head of the department. Upon
departmental approval, the request shall be forwarded to the appropriate
division Dean, Executive Director or Vice Chancellor for division-level
approval, and the division administrator shall then submit the approved request
to the UAMS Chancellor for campus approval prior to forwarding it to the
University President.
The President may grant an
employee's written request for a leave of absence without pay not to exceed six
months, unless granted in accordance with the provisions of military leave.
1 Employees must submit requests for leave of absence in sufficient
time to secure approval prior to the employee's departure.
Employees requesting extended
leave of absence without pay for reasons of maternity, extended illness, injury
or disability may obtain approval from their department or division director
without further approval from the University President. Employees requesting
such leave of absence must obtain approval from their immediate supervisor
and their department director, or division Dean, Executive Director or Vice
Chancellor. The department or division director may grant a leave of
absence without pay for the above types of leaves for a period not to exceed six
months.
Departments should change the
employee’s status to leave with or without pay in SAP and also indicate the
employees expected date of return.
Employees on extended leave of
absence without pay will retain the same review month, but their next scheduled
salary increase should be delayed by the number of months of unpaid leave.
Employees shall not be granted leave
without pay, except for maternity purposes, until all accumulated annual leave
has been exhausted. Also, employees on leave of absence without pay cannot
accumulate annual leave, , or receive pay for legal holidays. Employees
may still be covered under most benefit plans, and should contact the 0HR office
to make payment arrangements. Departments will be charged for the
department’s normal share of benefits while the employee is on LOA.
Maternity leave will be treated
as any other leave for sickness or disability; however, employees unable to work
because of pregnancy may elect to request a leave of absence without pay,
without exhausting accumulated annual leave. However, the department should not
put them on leave without pay, until they have used all the accumulated leave
they intend to use, unless they also change their percent time. A change in
percent time may have an adverse affect on their benefit costs. The departments
or employee should contact OHR if they have questions regarding paying leave for
maternity leave-s.
Departments are responsible for informing employees of the conditions contained
in this policy prior to their departure on a leave of absence
without pay.
Employees eligible for FMLA may have
other rights that are covered in policy 4.6.11, Family Medical Leave Act².
When an employee returns from their leave of absence they should return to their same or comparable job
REFERENCES