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Leaves of absence may be granted only when employees submit requests to their supervisors or Department Heads within a reasonable time before the desired leave, except as provided otherwise in this Agreement. In the case of emergencies, the request should be made as soon as possible after the emergency arises. Authorization for or denial of a leave of absence shall be furnished to the employee in writing by the immediate supervisor. All requests shall be given reasonable consideration. When eligible, an employee shall earn seniority, vacation, and sick leave during a leave of absence with pay. Vacation and sick leave are not earned during a leave of absence without pay, except as provided for in Article 31, Union Rights, Section 5, Unpaid Leave Provisions.
In addition to leaves listed in this Article, Educational Leaves appear in Article 10, Educational and Career Opportunities; Union Leaves appear in Article 31, Union Rights.
Upon request an employee shall be granted a leave of absence with pay for:
The appropriate administrator/supervisor has the discretion to determine whether a leave of absence with pay will be granted for appearance before a court, legislative committee, or other judicial or quasi-judicial body as a witness in action involving the federal government, the State of Minnesota, or a political subdivision thereof, or the University, in response to subpoena or other direction by proper authority.
Should more than one (1) employee in a work location request personal leave at the same time and staffing not allow approval of more than one (1) employee on leave, the employee with the most University Seniority shall get the leave. However, personal or educational leave may be denied if other previously approved leaves do not allow staffing flexibility to grant additional leaves.
A two (2) week paid parental leave of absence compensated at the employee’s current percentage appointment shall be granted to employees who are biological or adoptive parents when requested in conjunction with the birth or adoption of a child or employees whose registered same sex domestic partners are biological or adoptive parents. The employee must have completed nine (9) consecutive months of employment at an average of twenty (20) hours or more paid work time per week. This parental leave shall not be charged against the employee’s accumulated vacation or sick leave.
The employee must give notice of intent to use parental leave to his/her supervisor at least four (4) weeks in advance of the anticipated leave, except under unusual circumstances.
The parental leave shall begin at a time requested by the employee, although the leave may not begin more than two (2) weeks prior to the due date or anticipated adoption or six (6) weeks after the birth or adoption. In the case where the child must remain in the hospital longer than the birth mother, the leave must begin no later than six (6) weeks after the child leaves the hospital. This leave must be consecutive and without interruption and must be taken during the term of appointment.
A female biological parent may also use up to twenty (20) days of accumulated sick leave immediately following the parental leave.
When a woman is unable to perform the duties of her job due to pregnancy, additional accumulated sick leave may be used. If no sick leave is available, an employee may use accumulated vacation leave in accordance with Article 16, Vacation.
A designated or appropriate administrator may grant a leave of absence without pay for periods of temporary disability due to sickness or injury and shall grant a leave of absence without pay as required under the Family Medical Leave Act. During this leave, the designated or appropriate administrator may periodically require the employee to submit a certificate from the attending physician or from a designated physician. If the employee fails or refuses to supply such certificate, or if the certificate does not clearly show sufficient disability to prevent the employee from performing assigned duties, the designated or appropriate administrator may cancel such leave and require the employee to report for duty on a specified date.
Sick leave without pay may be granted to an employee who is considered permanently and totally disabled according to any disability insurance program in which the University participates. Should employees on such leave recover to the point that they are employable, they shall be treated as though they were laid off and will be eligible to compete for vacancies in accordance with the layoff provisions of this Agreement. An employee on this type of leave will not be allowed to replace or "bump" an incumbent from the employee's most recently held position, unless approved by the hiring authority.
Except as provided in this Agreement or by Minnesota law, an employee who returns from a leave of absence without pay has the right to return to employment in the same Department and in the same classification at the expiration of the leave. An employee who is laid off before the leave expires shall be entitled to the layoff provisions of the Agreement.
An employee returning from an unpaid leave of absence shall be compensated at the same rate of pay received when the leave commenced plus any non discretionary increases which became effective during the time of the leave. For increases requiring a specific length of service in order to be eligible, any time off the payroll of four (4) consecutive months or more will extend the eligibility date for the next increase by the entire time off the payroll.