Unplanned Leave of Absence
HR will mail out appropriate paperwork to support the absences as job-protected. Depending on the employee’s eligibility, this may be a request for FMLA documentation or a referral to the Equal Opportunity Office for a reasonable accommodation.
Human Resources will send out an approval or denial via email to the employee and supervisor. This will include information about the duration of leave and responsibilities of the employee and supervisor.
Human Resources will be responsible for SAP transactions during an approved FMLA. The department will be responsible for SAP transactions during a non-FMLA leave of absence. This includes absences which extend beyond the FMLA period or absences which are not FMLA-eligible. Please reference the Form Selections and Matrix webpage for instructions.
For a Non-Exempt employee, it is the responsibility of the department to enter accrued time on behalf of the employee during their absences.
For an Exempt employee, it is the responsibility of the Human Resources Service Center to enter accrued time on behalf of the employee during their absences.
Prior to returning from an extended absences (more than 3 consecutive days) for an employee’s own serious health condition, the employee must be cleared to return to work by the Occupational Health Center.