| After all appropriate benefit
time has been exhausted, a Regular employee may be granted
a Personal Leave of Absence Without Pay when it serves the
best interest of both the employee and the university. A
Payroll/Personnel Action Notice specifying the beginning
and ending dates of the leave must accompany a written request
for such leave prior to the beginning of the leave. The
request must clearly state the reason for the leave and
its inclusive dates. The request must be approved by the
Department/Division Head and the appropriate Vice-President.
An employee in a Personal Leave of Absence Without Pay
status is entitled to remain in the group insurance without
using COBRA time (see "Medical
Protection Plan Continuation (COBRA)" section)
as long as the employee pays the full premium in a timely
fashion. Arrangements for paying such premiums should be
made with the Office of Human Resources prior to the leave
beginning.
In addition to allowing an employee to remain in the group
insurance plan without using COBRA time, a Personal Leave
of Absence Without Pay also permits the employee to retain
access to other benefits upon his/her return to active duty.
At the time the leave commences, the unused, accrued sick
leave balance would be frozen.* The time missed counts as
time worked for the purpose of satisfying waiting periods
for benefits (retirement, long term disability, extended
sick leave, etc.). It also counts as time worked toward
total St. Edward's University service for length of service
awards.
Personal leave used for Family Medical Leave purposes (personal
or family illness, childbirth, etc.) will count toward the
12-week maximum absence per year described in the Family
Medical Leave policy.
Even though every effort will be made to reinstate the
employee in the same or in a similar position, the granting
of a Personal Leave of Absence Without Pay does not guarantee
reemployment, except in cases of a work-related injury or
illness or if the employee has not yet exhausted his/her
benefits under the Family Medical Leave policy if applicable
(see "Family Leave" section).
Should the employee fail to return from a Personal Leave
of Absence Without Pay, s/he may be terminated as early
as his/her last paid day prior to going on such a leave.
*Since appropriate leave time must be used prior to the
granting of a Personal Leave, no annual leave could be available.
A sick leave balance would be available only if the employee
was absent for some reason other than health.
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