1.0 Policy
1.1 A leave of up to 90 days may be granted for employees for personal reasons that involve special or unusual circumstances.

2.0 Scope
2.1 This policy applies to full-time and regular part-time employees, where identified.

3.0 Procedure
3.1 Accrued time

3.1.1 Employees will continue to accrue time while on a leave of absence as long as the employee utilizes accrued days (vacation, personal, absent, and sick leave, if appropriate).

3.1.2 Employees will not accrue days while on a leave when an employee becomes eligible for long term disability insurance or workers' compensation or is approved for a leave of absence without pay. When the employee returns to the normal work schedule, the accrual of days will resume.

3.1.3 An employee who works or utilizes accrued days for one half of any month will accrue days for that month.

3.2 Medical and Dental Insurance

3.2.1 Family and Medical Leave - employees on a family leave will maintain their insurance for up to twelve weeks and pay the copayment portion of the premium as an active employee.

3.2.2 Extended Medical Leave - employees on an extended medical leave will maintain their insurance by paying their copayment portion of the premium if accrued time is utilized. Employees not utilizing accrued time, must pay 100% of the premium cost.

3.2.3 Special (Personal) Leave - employees on a personal leave may elect to maintain their insurance by paying 100% of the premium cost directly to the University each month.

3.2.4 Partial Leave - employees may continue their insurance and the university will pay its proportionate cost.

3.2.5 Leaves due to long term disability or workers' compensation - employees on long term disability or workers' compensation can continue medical and dental benefits based on the following schedule which includes a contemporaneous COBRA period:

Years of Service	Continuation of Benefits
0 - 5 years of service	3 years at 100% of the cost
6 - 9 years of service	3 years at 50%; and 3 years at 100%
10 or more years	6 years at 20% or current employee contribution rate; and to age 65 at 100% of the cost

3.3 Life Insurance and Long Term Disability

3.3.1 Family and Medical Leave - employees on a family leave will maintain their insurance for up to twelve weeks and pay the copayment portion of the premium as an active employee.

3.3.2 Extended Medical Leave - employees on an extended medical leave will maintain their insurance by paying 100% of the premium cost to the University each month.

3.3.3 Special (Personal) Leave - employees on a personal leave may elect to maintain their insurance by paying 100% of the premium cost directly to the University each month.

3.3.4 Partial Leave - employees may continue their insurance and the University will pay its proportionate cost.

3.4 Tuition Assistance

3.4.1 Tuition assistance will remain in effect for courses during an approved leave of absence.

3.5 Pension Benefits

3.5.1 Due to the complexity of pension law and regulations, questions concerning pension during a leave of absence should be directed to the Human Resources Department.

3.6 Voluntary Deductions

3.6.1 In the case of voluntary deductions, (i.e., credit union, United Way, etc.) employees are to contact the Human Resources Department.

3.7 Educational Leave (full-time employees only)

3.7.1 Employees will be responsible for 100% of the premium for medical, dental, life and LTD.

3.7.2 The educational benefit will continue to be paid in full for the employee, spouse, and dependent as long as the employee returns to work immediately following the leave.

3.7.2.1 Employees who do not return immediately following their leave, will be required to reimburse the University for educational benefits received during the leave.

3.7.3 Employees will not accrue vacation, personal, absent or sick days while on the leave. When the employee returns to a normal work schedule, the accrual of days will resume.

3.8 Jury Duty and Bereavement Leaves

3.8.1 Benefits will not be affected for employees on bereavement and jury duty leaves of absence.

3.8.2 Employees on extended jury duty leave must be approved by the Human Resources Department. Benefits can continue for the duration of the leave if the employee pays the current contribution level.

Effective: 02/01/2000