Leave of absence without pay
The purpose of this Policy is to define the University’s policy, procedures, and guidelines for administering a non-paid leave of absence.
Should a situation arise that temporarily prevents an employee from working, they may be eligible for a personal Leave of Absence without Pay. However, employees must be employed for at least one (1) year prior to the requested leave.
Any request for a leave of absence without pay must be submitted in writing as far in advance as possible and it will be reviewed on a case-by-case basis by the employee’s supervisor and Employee Services. The decision to approve or deny is based on the circumstances, the length of time requested, the employee’s job performance, attendance and punctuality record, the reasons for the leave, the effect the employee’s absence will have on the work in the department, and the expectation that the employee will return to work when the leave expires.
Leaves of absence without pay will be considered only after all accrued vacation and personal time has been exhausted. Moreover, a request for unpaid leave that qualifies under the Family and Medical Leave Policy will be governed by the terms of that policy. The duration of a leave of absence is granted at the sole discretion of the University. Vacation, sick leave, and holiday benefits do not continue to accrue during an unpaid leave of absence.
Upon receipt of the notice to serve jury duty, the employee should immediately notify their supervisor. Additionally, absences due to service should be reported on the employee’s attendance record/timecard.
I. Continuing Benefit Plan Coverage
While on a personal unpaid leave of absence, an employee’s medical coverage will end on the 1st day of the month following the start of such leave. Employees will have the opportunity of continuing their benefits for a maximum period of eighteen (18) months by paying the monthly premiums as required by COBRA legislation.
Unemployment insurance benefits cannot be collected while on a leave of absence without pay.
II. Returning/Not Returning from a Leave
Due to the nature of our business, Lynn University cannot guarantee either that an employee’s job will remain available or that a comparable position will exist when return from an unpaid leave is sought. When an employee is ready to return from a leave of absence without pay, Lynn University will attempt to reinstate the employee to their former position or to one with similar responsibilities.
If the position or a similar position is not available, the employee will be terminated.
An employee who returns to work following an unpaid leave will be considered as having continuous service. If an employee does not return from an unpaid leave of absence, the termination date is the last day of the authorized leave period or the date the employee notifies their supervisor they are not returning, whichever is sooner. Such employees may be considered for reemployment.
To learn more about this policy or the supporting procedures, please contact Employee Services
Policy updated on: Oct. 24, 2018