Employee Responsibility, Leave of Absence

This applies to all types of approved leaves (e.g., medical, parental, FMLA, personal, bereavement) unless otherwise specified by your university or organization.

1. When Requesting a Leave of Absence

Understanding the Leave Policy

• Review your university’s leave policies (e.g., in the employee handbook).
• Identify the appropriate type of leave (FMLA, personal, medical, etc.).
• Confirm eligibility and any deadlines for submitting requests.

Providing Timely Notice

• Notify HR at least 30 days in advance if the leave is foreseeable.
• If the leave is unexpected (e.g., emergency medical leave), inform HR as soon as possible.

Submitting Required Documentation

• Complete and submit to HR a Leave of Absence Request Form.
• Provide supporting documentation as required:

                           Medical certification (if applicable)

                           Legal or personal documentation (for bereavement, jury duty, etc.)

• Comply with any deadlines for medical or certification forms (e.g., within 15 days under FMLA).

Participating in Planning

• Work with your supervisor to transition responsibilities.
• Arrange coverage or delegate tasks (when appropriate).
• Set up out-of-office communications (email/voicemail).

2. While Out on a Leave of Absence

Complying with Leave Conditions

• Use the leave only for its approved purpose (e.g., medical recovery, family bonding).
• Do not perform work unless formally approved (e.g., remote check-ins or intermittent leave under FMLA).

Providing Updates (If Required)

• Stay in touch with HR if updates or additional forms are needed.
• Submit any recertification, progress updates, or extensions if your condition or circumstances change.

Maintaining Communication

• Keep in touch with HR or supervisor based on agreed terms (e.g., monthly check-ins for extended leave).
• Immediately inform HR if:

                               Your return date changes

                               You are medically cleared earlier than expected

                               You experience complications that require extended time off

3. When Returning from a Leave of Absence

Notifying HR/Supervisor of Return Date

• Provide advance notice of your return (ideally 1–2 weeks ahead of time).
• Confirm return date with HR

Submitting a Return-to-Work Release (If Applicable)

• For medical leaves, provide a doctor’s clearance or return-to-work form.
• Include any workplace restrictions or accommodations required (e.g., lifting limitations, phased return).

Reintegrating into the Workplace

• Resume duties as assigned or modified upon return.
• Attend any reorientation, catch-up meetings, or briefings as needed.
• Follow any updated policies or procedures that changed during your absence.

Clarifying Post-Leave Matters

• Check with HR on:

                          Benefit status (e.g., re-enrollment, premiums)

                          Leave balance adjustments

                          Pay or timekeeping corrections

• Raise concerns early if you're experiencing difficulty returning to full duties.

SUMMARY TABLE