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Benefits - Staff Leaves of Absence
Paid Medical Leave
Extended Leave of Absence - unpaid
Military and Civic Leave (Jury Duty)
Maternity Leave
Adoption Leave
FMLA
Paid Medical Leave
Medical Leave may be used for:
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Illness or injury of staff member, spouse, dependent children, or parents
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Occupational injury
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Death in immediate family
One paid day of Medical Leave is accrued for each month of employment and may be used after six months of employment. Unused days may be accumulated to a maximum of 90 work days. Under the Family and Medical Leave Act of 1993 you must use accrued time.
Part-time and partial year employees accrue prorated leave according to scheduled hours.
See policy 9.21 of the SMU Policies and Procedures Manual for a complete explanation of the above benefits.
Extended Leave (Non-Paid)
May be granted for a variety of reasons such as government service, a full time educational objective, medical leave if an illness extends beyond a staff member's accumulated medical and vacation leave allowances (including the disability portion of maternity). Upon return, staff member will resume the same position if still available, or another available position at a comparable salary if the staff member is qualified.
All leaves of absence must be approved in writing by
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Department Head
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Appropriate Vice-President
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Human Resources Department
See Policy 9.22 of the SMU Policies and Procedures Manual for a complete explanation of the above benefits.
Military and Civic Leave
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Up to two weeks each calendar year to meet military obligations.
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SMU will pay the difference, if any, between SMU salary and the salary paid by the military.
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Extended leave of absence may be granted if an individual is required to serve on extended active duty.
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Up to five paid days of leave annually for the purpose of serving as a juror or trial witness.
More than five days of service requires individual's department head approval.
See Policy 9.23 or 9.24 of the SMU Policies and Procedures Manual for a complete explanation of the above benefits.
Maternity Leave
Benefit-eligible female staff may request a paid Maternity Leave after one (1) year of service. The staff member will receive her usual wages and benefits. Paid medical leave and vacation leave will continue to accrue while the staff member is on approved Maternity Leave. A total of six (6) weeks of paid leave for a normal delivery and eight (8) weeks, for a caesarian delivery. A completed Staff Leave of Absence form with appropriate approvals is required.
See policy 9.38 of the SMU Policies and Procedures Manual for a complete explanation of the above benefits.
Adoption Leave
The University will provide paid Adoption Leave to a benefit-eligible staff employee who adopts a child two years (24 months) of age or younger, and is the primary caretaker for the child. Primary caregivers are eligible for a total of three weeks (15 consecutive work days) of paid leave. Adoption Leave takes effect when it becomes necessary for an eligible staff member to be away from work as the result of the adoption.
Benefit-eligible staff, including benefit-eligible part-time staff, may request a paid Adoption Leave after one year of service to the University. During an approved Adoption Leave, a staff member will continue to receive usual wages and elected benefits. In addition, paid medical leave and vacation leave will continue to accrue while the staff member is on approved Adoption Leave.
See policy 9.38 of the SMU Policies and Procedures Manual for a complete explanation of the above benefits.
FMLA
The Family and Medical Leave Act ("FMLA") provides up to 12 weeks of unpaid, job-protected leave. At least one year of service to the University is required or 1,250 hours over the previous 12 months.
Reasons for taking leave include:
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Care for the employee’s newborn child or recently adopted child or a child recently placed in foster care with an employee
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To care for the employee’s spouse, child, or parent, who has a serious health condition
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Employee’s own serious health condition that prevents the employee from performing his/her job
If both the mother and father work for SMU, their combined total FMLA leave may not exceed 12 weeks during a calendar year. During FMLA leave, the employee’s health coverage will be maintained under the University’s group health plan.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law, or other SMU leave policy which provides greater family or medical leave rights.
See
policy 9.22 and 9.36 of the SMU Policies and Procedures Manual for a
complete explanation of the above benefits.
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