When your health requires absence from work such as when you have a contagious condition and/or your abilities are medically impaired that you are unable to perform job duties, you may be eligible to use the following leave types.
Employees in regular fiscal and academic appointments earn sick leave accruals. Sick leave is to be used to provide pay during an absence for your own illness, in accordance with the operations manual policy regarding its use. Sick leave may be used for pre-scheduled appointments or when you have a contagious condition and/or your abilities are medically impaired that you are unable to perform job duties. You are responsible to communicate with your HR Representative and/or supervisor in requesting and reporting your absence appropriately. You can access your rate of accrual and balance in Employee Self-Service.
It is atypical for vacation to be used for an illness absence. Policy and Bargaining Agreements provide specific direction on when vacation can be used. Vacation must be requested and approved in advance in most situations so please communicate with your HR Representative on whether vacation is possible for an illness absence. You can access your rate of accrual and balance in Employee Self-Service.
The Family Medical Leave Act is a federal law that provides eligible employees up to 12 weeks of leave for qualifying events each calendar year. All absence qualifying as FMLA is to be designated FMLA by the department. FMLA and pay status will run concurrently. You may need to provide specific information to your HR Representative or supervisor about your absence for the department to determine if the absence is an FMLA qualifying event.
For more information you may view the FMLA Toolbox. Your department HR representative must approve FMLA absence.
- You have the right to utilize available paid leave accruals for qualifying circumstances covered by university policy.
- You are responsible for adhering to the UI Philosophy Regarding Leave and any departmental policy related to attendance.
- You are responsible to discuss your specific situation with your Human Resources Representative.
- You are responsible to remain in paid status, if at all possible.
- You may be required to provide medical documentation to support your reason for absence. Typically the information required is:
- Reason for absence (medical need for absence)
- Duration of leave required
- Intent to return to work at the end of absence
- You are responsible for utilizing the minimum amount of absence necessary for your health recovery needs.
- You are responsible for staying in contact with your supervisor (and HR representative if requested) to keep him/her apprised of your absence, any changes, and your intent to return to work.