|
 Return to: Employee Handbook Home
The Leave of Absence (LOA) policy is available to provide a time off benefit for an employee to receive an unpaid or paid approved leave of absence for specific qualifying reasons.
The different leave of absence types include:
1. Medical-Related
- Family and Medical Leave Act (FMLA) Leave
- Non-FMLA Medical Leave
- Extended Leave
2. Military-Related
- Employee Military Leave
- FMLA Qualifying Exigency Leave
- FMLA Caregiver Leave
3. Personal Leave
4. Domestic Violence Leave
5. Employee Injury / Illness (Workers’ Compensation)
6. Administrative Leave
All employees must refer to the AdventHealth Leave of Absence policy (800.216) for the most current information. All LOAs are managed by the AdventHealth Leave of Absence department; however, please contact the AHU Office of Human Resources with any questions.
AdventHealth Leave of Absence
Email: FH.HR.LOA@AdventHealth.com
Phone: (407) 200-2580
8.1 Personal Leave
Employees must complete one year of continuous, uninterrupted, employment to be eligible for a personal leave of absence. If your position is eliminated due to reorganization, facility closure, reduction in force, or other business reasons during your personal leave, you will be notified of this action and are subject to dismissal from employment.
Occasionally, situations may arise in which an employee needs to take time off for serious personal matters. Reasons for personal leave may be granted for the following reasons, including but not limited to, the death of a family member or close friend or for other serious unexpected situations that would preclude working as scheduled.
Employees in good standing may apply for a personal leave granted in 30-day increments up to a maximum period of 90 days in a “rolling” 12-month period with department Director pre-approval every 30 days. We reserve the right to ask for documentation or certification of reason for request.
You are not guaranteed reinstatement from personal leave. However, AdventHealth University or Human Resources will attempt to reinstate you to your former position or an alternate position for which you are qualified before the expiration of your leave. If you do not request reinstatement before expiration of your personal leave, or if no positions are available, or you reject the first position offered by the University, you will be dismissed from employment. If you are dismissed under this policy, you are eligible to apply for future employment.
All benefits will be discontinued during a leave. Coverage under the Employee Health Care Plan may be continued if the employee pays the full premium. Proper arrangements regarding premiums must be made with Benefits Service Center prior to the leave of absence. If you fail to pay any Employee Healthcare Plan premium during your personal leave, you will be dropped from coverage as of the date on which the premium was due, and you may be required to re-qualify for health coverage if you are reinstated to employment.
8.2 Bereavement
A period of bereavement time may be arranged for those who have experienced the recent loss of a spouse, father, mother, child, sibling, step or in-law equivalents, grandparents, granchildren or in some cases, other significant family members.
Requests for funeral/bereavement leave are submitted to the faculty member’s direct leader. The employee must provide appropriate documentation (obituary notice, death certificate, etc.) to Human Resources as soon as practical. The documentation will be filed in the employee’s personnel file. No provision is made to cover travel costs associated with a funeral leave.
8.3 Attendance at Professional Meetings
Faculty members are encouraged to actively participate in professional associations and societies. Each year, as part of the budget approval process, the departmental budget will provide reimbursement for faculty to do so. Faculty will submit for approval a travel authorization form with all estimated expenses to their department heads prior to the event. Approved travel will be reimbursed after the expenses have been incurred and only subsequent to filing an expense report with appropriate documentation.
8.4 Jury Duty
Employees who are called to serve on jury duty will notify their Department Chair or Director so that arrangements may be made to cover their responsibilities.
Employees may retain the standard jury fee even though they are paid their regular, full salary by AHU.
8.5 Voting
Reasonable time will be permitted to vote in local, state, and federal elections if, due to work schedule and commuting distance, it is impossible or very inconvenient for the employee to vote either before or after working hours. Arrangements should be made with the appropriate Department Chair or Director.
|
