OTHER NON-MEDICAL LEAVES OF ABSENCE
Military Leave of Absence:
Military Leave of Absence
The University of Utah fully complies with the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 (“USERRA”). For leaves of absence 30 days or less, current University benefits continue at the employee rate without interruption. University benefits for employees absent from work for 31 days or more as a result of service in the United States military may be continued or reinstated upon return to work.
Active Military Duty
- Employees taking a military leave of absence (“military LOA”) may use accrued vacation or other similar accrued paid leave time.
- Health and dental coverage for an employee on military LOA will be terminated at the end of the last pay period in which the employee last worked. Health coverage may be reinstated at employee rates when the employee returns to work (if such return is within the time limits set by USERRA). Alternatively, an employee on military LOA may continue current health coverage at 102% of the full cost (employee plus University cost) for up to 18 months.
- The University will discontinue contributions to the retirement accounts of employees on military LOA and employees participating in the Utah State Retirement Systems plan will not accrue service credit during a military LOA. If the employee returns to work within the time limits set by USERRA, all missed contributions will be made to the employee’s retirement account upon the employee’s return to work and, if the employee participates in the URS plan, he/she will receive service credit for the military LOA period. Contributions will be calculated using the employee’s rate of pay at the time he/she left work for the military LOA.
- For additional information on military leaves of absence for active military service, see the University’s Frequently Asked Questions or contact the HR Absence Management Team.
- Information regarding military leaves is also available on the Department of Labor’s website
- To request a Military leave of absence, complete the Request for Military Leave
Annual Military Training
- Detailed Information is in Policy 5-201/Rule 5-201A
- Available to employees who are members of the National Guard or any organized reserve branch of the United States uniformed services.
- Up to fifteen (15) working days per year for time spent for annual training at annual encampments or other duties in connection with the reserve training and instruction requirements of the United States uniformed services or National Guard. (Does not include active military duty, which is unpaid.)
Other Non-medical Leaves Of Absence:
Bereavement Leave
- Detailed information is in Policy 5-201/Rule 5-201A
- Employees are eligible if they hold a benefit-eligible position at 75% FTE or greater (expected to work 30 hours per week or more).
- Paid leave for up to three working days, to extent responsible officer deems reasonable and necessary in the event of death of a parent, spouse, domestic partner, child, sibling, parent-in-law, brother-in-law, sister-in-law, grandparent, or grandchild (including any family members with a "step-" relationship).
- Paid leave for three working days following the end of pregnancy, by way of miscarriage or stillbirth, of the employee, employee’s spouse or domestic partner, or other individual if the employee would have been the biological or adoptive parent.
Jury or Witness Duty
- Detailed information is in Policy 5-201/Rule 5-201A
- Available to employees who must be absent from work because of an official requirement to appear for jury service or a subpoena to appear as a witness at a trial, deposition, or other official proceedings (other than on the employee’s own behalf).
- Staff that are requested to report for jury/witness duty will be paid for the FTE% of the normal workday.
- This requirement may also apply to employees in salaried positions to the extent they are not responsible for accomplishing their duties despite their required absence.
- To receive pay, hourly employees must turn the jury/witness duty payment they receive in to their manager or designee.
- The check should be sent to the University cashier's office, 150 Student Services Building.
- The payroll reporter will add the jury duty hours into Kronos to cover the time the employee was on jury/witness duty.
Special Leaves of Absence
- Detailed information is in Policy 5-201/Rule 5-201A
- Available to employees who must be absent from work for a variety of reasons including: political leave, volunteer service, continued education, or to care for a member of the employee’s family (if the reason does not qualify for FMLA or if FMLA has been exhausted).
- Upon timely return from a special leave without pay, the University will make a good faith effort, subject to availability of funds and vacant positions, to restore the Employee to an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment. The University cannot, however, assure that an Employee returning to work after a special leave of absence will be reinstated.