| Any regular employee who becomes
temporarily disabled as a result of injury or illness may
request a Medical Disability Leave Without Pay for up to
six months, depending upon the extent of the disability.
The employee must provide a health-care provider's certification,
which should establish the medical disability and the anticipated
period of disability. If the employee is released to return
to work with limitations, such limitations must be itemized
and specific. Limited releases do not guarantee a right
to return to work. A review of the job requirements and
the work limitations will be made and decisions rendered
on a case-by- case basis.
Medical Disability Leave Without Pay shall be authorized
only after the employee has exhausted all annual and sick
leave payments except for "Extended
Sick Leave", unless the leave is related to an
on-the-job injury or illness. In the event of a Worker's
Compensation Insurance (WCI) disability, the employee will
use accrued sick leave, then annual leave for the first
five working days following the injury. When no paid leave
is available or beginning with the sixth working day of
disability, the employee will be placed on Medical Disability
Leave Without Pay and receive WCI weekly disability compensation
if eligible. Under no circumstances will an employee be
permitted to draw WCI weekly disability and utilize accrued
benefit time.
Except for a work-related injury or illness, or if an employee
has not exhausted his/her Family Medical Leave benefits
(see "Family Leave" section),
the granting of Medical Disability Leave does not guarantee
the employee the right to reinstatement in the same or in
a similar position. Although every effort will be made,
the university cannot guarantee reemployment at the time
the employee is physically able to return to work.
During an approved Medical Disability Leave Without Pay,
an employee remains eligible to continue in the medical,
life, accidental death & dismemberment, long term disability,
and tuition remission plans. Continued eligibility is contingent
upon timely receipt of the employee premium contribution.
The university will continue to contribute its portion of
the total premium. Arrangements for paying such premiums
should be made with the Office of Human Resources prior
to the commencement of the leave.
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