Human Resource Management - Leaves of Absence
Policy
PURPOSE:To define policies for administering sick leave,
disability, FMLA, and other leaves of absence
POLICY:
Listed on the Northeastern University HRM website.
1. It is the dean's, manager's or supervisor's responsibility to a) keep track of faculty/staff members' absence from work due to illness or injury and b) maintain the current available balance for sick days.
2. If an employee is absent for more than five working days, he/she must obtain from HRM an application for a Leave of Absence and an application for Interim Disability/Salary Continuation. The employee fills out the application for Leave of Absence and obtains his/her supervisor's signature, and returns the form to HRM Benefits. The employee and his/her physician complete the application for Interim Disability/Salary Continuation and return the forms to HRM's Benefit Department.
3. An employee returning to work must provide HRM/Benefits with a release from the treating physician. This is important to ensure that the employee can return to regular duties without any restrictions.
4. The progress of employees out on extended sick leave is monitored by HRM Benefits. The Benefits staff remains in contact with the employee and the employee's treating physician(s). The Benefits staff also communicates the employee's pay status to Payroll Operations and keeps the dean, manager or supervisor informed about the employee's progress and expected return to work date.
5. In order to monitor the employee's pay status while he/she is on extended sick leave, HRM Benefits staff requests that the employee's department provide to Benefits the employee's sick leave and vacation balance at the time of leave.
6. An employee can remain out on approved Interim Disability/Salary Continuation for a maximum of 180 days. During that time the employee's position cannot be filled by a permanent replacement.
7. An employee becomes eligible for Long Term Disability after they have been out on approved Interim Disability/Salary Continuation for 180 days. At that time the employee's department can fill the position with a permanent replacement. Once an employee is accepted for Long Term Disability, a Benefits Synopsis will be sent to the employee detailing his/her employment status and benefit status.
8. As long as a faculty/staff member is on paid status while out on interim disability/salary continuation, all benefit deductions are taken from his/her paycheck. When the employee enters an unpaid status, he/she may choose to remain in the health and dental plans and make arrangements with HRM/Benefits to pay the premiums. Contributions to the basic retirement and supplemental retirement plans, dependent care, medical care reimbursement accounts, and all other voluntary deductions -- cease when an employee is on unpaid status.
9. Faculty members on sabbatical or professional leave should meet with HRM Benefits staff before their leave starts in order to understand their benefits status while on leave. If they will be on unpaid status during their leave, they must make arrangements to pay the premiums for any health or dental benefits they are eligible to retain while on leave.
10. Faculty/staff members who will be residing outside of the United States for an extended period while on sabbatical or other professional or personal leave should notify HRM Benefits staff as special notification must be made to the medical/dental carriers in order to ensure that the faculty/staff member has coverage while out of the country.
11. Please refer to the HRM Website for details on Interim Disability/Salary Continuation, and other leaves of absence.
12. Please refer to the Faculty Handbook for details on sabbaticals and faculty professional leave of absence.
Leaves of absence are typically unpaid. However, depending on the type of leave requested, employees may be eligible to receive pay for their leave using:
Faculty and Staff who need to request a leave of absence should contact the HRM/Benefits department to discuss eligibility for a particular leave and appropriate forms and approvals which are required.
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