Types of Leaves of Absence

Eligibility

Employees who have at least 12 months of service and who have 1,250 hours of service during the preceding 12-months.

Reasons for Leave

• A serious health condition such that the employee is unable to perform the essential function of the job
• A serious health condition affecting legal spouse, parent or child
• Birth and care of a newborn child
• Placement of a child for adoption or foster care
• Care for family member in the military

Amount of Leave

• Up to 12 weeks
• Runs concurrent with Extended Medical and Industrial Leave

How Leave is Taken

• Continuous
• Reduced Schedule ^*
• Intermittent ^*

*For birth and bonding, leave can be taken as a reduced schedule or intermittently only if approved by the department.

Income Replacement

• Leave is unpaid.
• Employees must use accrued paid time off (sick, vacation and comp time if eligible).
• May also be eligible to receive disability benefits.

Benefits

• Can continue coverage if employee premiums are paid through payroll deduction or personal payment.
• Coverage can be canceled if premium payments are 30 days late.

Review the FML policy

Eligibility

• Paid Parental Leave: Regular employees who have at least:  12 months of service and 1,250 hours of service during the preceding 12 months.
• Unpaid Parental Leave: Regular employees not eligible for paid Parental LeaveFMLA

Reasons for Leave

• Birth and care of a newborn child
• Placement of a child for adoption or foster care

Amount of Leave

Up to 12 weeks

How Leave is Taken

• Continuous
• Reduced Schedule ^*
• Intermittent ^*

*For birth and bonding, leave can be taken as a reduced schedule or intermittently only if approved by the department.

Income Replacement

• If eligible for paid parental employee is required to report ‘Paid Parental Leave” on their timesheet each pay period for all time away from work.
• If eligible for unpaid parental employees must use accrued paid time off (sick, vacation and comp time if eligible).

Employees may also be eligible to receive disability benefits.

Benefits

• Can continue coverage if employee premiums are paid through payroll deduction or personal payment.
• Coverage can be canceled if premium payments are 30 days late.

Review the Parental Leave policy

Eligibility

Regular employees with at least 6 months of service

Reason of Leave

• Employee’s serious health condition
• Care for a covered family member (spouse, child or parent) with a serious health condition

Amount of Leave

• Up to 6 months not to exceed the number of days actively at work during the preceding 6 months
• Runs concurrent with FML and Industrial

How Leave is Taken

• Continuous
• Reduced Schedule if proceeded by a continuous period

Income Replacement

• Leave is unpaid.
• Employees are required use accrued paid time off (sick, vacation and comp time if eligible).
• May also be eligible to receive disability benefits.

Benefits

• Can continue coverage if employee premiums are paid through payroll deduction or personal payment.
• Coverage can be canceled if premium payments are 30 days late.

Review the Extended Medical Leave policy

Eligibility

Regular employees with at least 6 months of service

Reason of Leave 

• Personal reasons
• Education

Amount of Leave

Up to 6 months not to exceed the number of days actively at work during the preceding 6 months.  Exception for education: Up to 12 months can be granted

How Leave is Taken

Continuous

Income Replacement

Leave is unpaid, but employees can use accrued paid time off (sick*, vacation and comp time if eligible) and disability benefits for income replacement.

Benefits

•  Paid status: Can continue coverage as long as employee premiums are paid.
•  Unpaid status: Can continue coverage as long as total premium (employee + employer) is paid. Coverage can be canceled if premium payments are 30 days late.

Review the Personal Leave policy

Eligibility

Regular employees and employees who meet the eligibility requirements under USERRA

Reason of Leave

Military service

Amount of Leave

Up to 5 years

How Leave is Taken

Continuous

Income Replacement

Up to 30 paid days in a 2 year period.  All other leave is unpaid. Employees can use accrued paid time off (vacation or comp time if eligible)

Benefits

•  Paid status: Can continue coverage as long as employee premiums are paid.
•  Unpaid status: Can continue coverage as long as total premium (employee + employer) is paid. Coverage can be canceled if premium payments are 30 days late.

Review the Extended Military Leave policy

Eligibility

All employees

Reasons for Leave

• As defined under the Arizona Victim’s Leave Laws
• Based on situation

How Leave is Taken

Continuous

Income Replacement

Leave is unpaid, but employees can use accrued paid time off (vacation or comp time if eligible) for income replacement

Benefits

Can to continue coverage if employee premiums are paid through payroll deduction or personal payment. Coverage can be canceled if premium payments are 30 days late.

Review the Victim’s leave policy

Eligibility

All employees

Reasons for Leave

Bone Marrow or Organ Donation

Amount of Leave

• Bone Marrow: Up to 5 days
• Organ Donation: Up to 30 days

How Leave is Taken

Continuous

Income Replacement

Leave is paid

Benefits

Can continue to coverage if employee premiums are paid through payroll deduction or personal payment. Coverage can be canceled if premium payments are 30 days late.

Review the Bone Marrow Organ Donation policy

You may request leave if you are called upon for service as a jury member or as a material witness, unless related to the employee’s business or personal matters.

Process

• You should notify your supervisor as soon as possible and you should submit a Request of Absence (ROA) to your supervisor for your time away from work
• If you receive a fee as a juror, it should be paid to the university or an equal amount should deducted from your pay. You can retain travel reimbursements.

If you are registered and entitled to vote at a primary or general election you may be absent for the purpose of voting if:

• there are fewer than three consecutive hours between the opening of the polls and the beginning of the employee’s regular work shift
• there are fewer than three consecutive hours between the end of the employee’s regular work shift and the closing of the polls.

You should request the time away from work in advance and your supervisor will specify the hours that the employee may be absent.