Note: This is not a current version of the policy. View current version. »
Temporary Disability Leave (TDL) is available for regular employees with a full-time equivalent (FTE) of 0.5 or greater. It is the intent of this policy to provide leave for employees who have an illness or injury which prevents them from performing their jobs on a temporary basis, or to care for eligible family members within the guidelines of this policy.
1) A written physician's statement, justifying the request for TDL may be required by the employee’s department or the Human Resources Office of Employee Relations (Employee Relations). An employee returning to work may be required to submit a physician’s statement indicating the employee is able to return to work.
2) Any absence which extends 10 working days beyond the exhaustion of all accrued leaves (TDL and vacation leave) shall be reported to the Human Resources Office of Compensation.
3) An employee who is absent on a regular basis or who has attendance patterns which interfere with his/her job shall not be entitled to the provisions of this policy.
4) An employee’s job shall be held available for the employee’s return from TDL without loss of benefits.
5) Accrued TDL or vacation leave shall be used during a period of temporary disability.
6) An employee may be in a leave without pay status when accrued TDL and vacation leave are exhausted. This unpaid leave must be approved by the Office of Employee Relations.
7) TDL accrues at the rate of one day per month for regular full-time employees who are paid on a monthly basis. TDL accrues at the rate of 0.46 days per pay period for regular full-time employees who are paid on a bi-weekly basis.
Note: For the purposes of this policy, a day is defined as the minimum number of hours exempt employees are normally expected to work in a week (40) divided by five, not to exceed eight hours. For a non-exempt employee, a day is defined as the number of hours the employee normally works in a bi-weekly pay period divided by 10, not to exceed eight hours. For example: This is usually 75 divided by 10, not to exceed eight hours.
8) For regular staff employees with an assignment of less than 1.0 FTE, but at least 0.5 FTE, the accrual rate for TDL shall be based upon the FTE for the position. In cases where the scheduled work week is not consistent, the pro rata percentage to full-time shall be calculated on an annualized basis.
9) TDL accrual continues during periods of leave with pay, including any period of payment under Worker’s Compensation. TDL does not accrue when a person is on long-term disability.
10) TDL may be used for time off for medical or dental appointments. The employee shall have prior approval of the supervisor to take TDL for this purpose.
11) TDL for necessary time off due to an illness or injury of a family member may be used in accordance with this policy. For the purposes of this policy, a family member is defined as:
12) A regular staff employee who transfers to another regular staff position retains accrued TDL. When a staff employee transfers from one department to another, the TDL benefit is governed by the new department.
13) TDL for childbearing purposes shall be treated as any other temporary disability.
14) Up to a maximum of six weeks (30 working days) of accrued TDL may be used by a male employee at the time of the birth of his child.
15) Up to a maximum of six weeks (30 working days) of accrued TDL may be used by male and female employees for the adoption of a child.
The department head or designee is responsible for the administration of this policy. This information shall be retained in the University’s centralized resource information system.
1) A department head is authorized to establish departmental TDL policies and procedures which are consistent with this policy. These procedures shall be approved by the Associate Vice President of Human Resources or Employee Relations and communicated to all employees.
2) Abuse of TDL may be cause for more restrictive reporting and certification requirements for use of TDL for an individual employee.
3) Employee Relations is responsible for advice regarding policy and procedure compliance.
4) Use of paid TDL for over six months must be approved by the Board of Trustees.
5) A department shall accurately record use of TDL, on a timely basis, in the University’s centralized information resource system.
6) An employee on vacation leave who becomes ill or injured while on vacation may substitute TDL for the period of temporary disability upon written certification of a physician. This certification shall be submitted as soon as possible upon return from leave.
7) The employee is responsible for notifying the supervisor of TDL absences.
8) TDL may be taken in no less than 15 minute increments.
9) These records shall be available for review by the employee, Human Resources, or other authorized personnel.