Current through all regulations passed and filed through September 16, 2024
(A) Policy statement. The university is
committed to employment practices that promote the health and welfare of its
employees. Through its leave programs, it provides for and encourages
preventative health care; physical, emotional, and mental well-being;
professional growth and development; and civic responsibility.
(B) Purpose. These procedures are designed to
enable an excluded professional/administrative staff member to
request unpaid childcare leave in addition to the paid
leave as delineated in rule
3356-714 of the Administrative
Code (see university policy 3356-7-14 "Maternity/parental leave
, excluded
professional/administrative staff").
(C) Parameters.
(1) "Childcare" is defined as
pregnancy-related absences leading to or care following the birth of a child or
adoption.
(2) An employee may
request a leave of absence without pay for a period not to exceed six months
for the purpose of childcare. The leave of absence without pay, extended
childcare, shall run concurrently with all other paid and unpaid leave, including unpaid leave in accordance with the Family and
Medical Leave Act (FMLA) and paid leave benefits provided in rule
3356-7-14 of the Administrative
Code (university policy 3356-7-14 "Maternity/parental leave, excluded
professional/administrative staff").
(3)The university
will maintain all group insurance benefits for a fulltime employee who has been
employed by the university for at least one year prior to the employee
commencing an extended childcare leave without pay. The employee will be
responsible for paying the employee's share of the health insurance cost during
this leave. Failure of the employee to make payments in a timely manner may
result in the loss of health insurance benefits.
(D) Procedures.
(1) An employee requesting leave of absence
without pay, extended childcare, must complete and forward to the office of
human resources the "Request for Leave Form" specifying the anticipated
duration of the leave and appropriate medical documentation as needed. Whenever
possible, the staff member should provide notification thirty days in advance
of the need for leave.
(2) In order
to return to work
from an employee's own pregnancy-related leave, the
employee must provide a physician's statement certifying that the
employee is released to return to work.
(3) If for some reason
the employee is unable to return from his or her leave of absence without pay
when said leave has been exhausted, the employee will be considered to be
absent without authorized leave.
(4) Employees covered
by collective bargaining should refer to their respective labor
agreements.
