Chapter 16 |
Leaves of Absence and Leave Benefits |
16.01 |
LEAVES OF ABSENCE AND TEMPORARY ASSIGNMENTS WITHOUT PAY |
TENURED—For purposes of this policy, a leave of absence is a temporary separation of a faculty member from the University during which the faculty member is not paid from funds administered by the University except for such fringe benefits as may be permitted by State regulations.
PROBATIONARY-TEMPORARY ASSIGNMENT—For purposes of this policy, a temporary assignment without pay is a temporary separation of a probationary faculty member from the University that DOES NOT interrupt the probationary period. (For the duration of the temporary assignment without pay, the probationary faculty member is not paid from funds administered by the University except for such fringe benefits as may be permitted by State regulations.)
PROBATIONARY-LEAVE OF ABSENCE WITHOUT PAY—For purposes of this policy, a leave of absence without pay is a temporary separation of a probationary faculty member from the University that DOES interrupt the probationary period. A probation extension requires University Committee and Provost approval (only Provost's approval is necessary for an extension of the probationary period for up to one year if the leave is due to birth or adoption); it is approved only for an activity that substantially interrupts the ability of the probationary faculty member to establish, within the normal probationary period, a record that would warrant the granting of tenure. The only difference between a temporary assignment and a leave of absence is that a leave of absence may be the basis for an extension of the normal probationary period.
The policy for stopping the tenure clock is available on the Provost’s website at
http://www.provost.wisc.edu/memos/stoptenure.html
A request for a temporary assignment or leave of absence of one year or less is initiated in writing (form may be used--see Appendix 16-A) to the dean and department chair and requires the affirmative recommendation of the departmental executive committee and the approval of the dean. The decision whether to approve the leave typically is based on the needs and funding of the unit, except in the case of federal and Wisconsin Family and Medical leave entitlements, and under UW Madison Family-Related (Parental) Leave Policy (UPPP 16.03).
NOTE:Leaves of absence of up to one year do not need to be forwarded to the Academic Personnel Office; however, APO should be consulted prior to denial of an unpaid medical leave of absence request.
Ordinarily, a leave of absence is granted for a maximum of one year, or a maximum of three semesters in three years even if no single absence exceeds one year, but under appropriate circumstances upon recommendation of the executive committee and the dean, and with the approval of the University Committee and the vice chancellor for academic affairs and provost, it may be renewed. The decision whether to approve the leave typically is based on the needs and funding of the unit, however, APO should be consulted prior to denial of an unpaid medical leave of absence request. If a leave extension is submitted, indicate the dates of the initial leave on the Leave of Absence form. The request for an extension should be submitted to APO and is then forwarded to the University Committee and the Provost/Vice Chancellor for Academic Affairs for final approval.
Under the Regent Policy 20-6-Policy on Non-Medical Leaves of Absence for Unclassified Staff, the Chancellor, after considering specific institutional needs, may grant an unclassified staff member a full or part-time leave of absence without pay for non-medical reasons for a period of up to five years.
A leave of absence granted under this Regent policy may be granted for reasons including, but not limited to the following:
The UW System President may grant an unclassified staff member an extension of a leave of absence beyond five years for the reasons enumerated above.
NOTE—Once a leave of absence is approved, it is important for the employee to consult with the Office of Human Resources Benefits Services concerning the potential effects on his/her health insurance and other benefits.
If an extension beyond one year is approved by the University Committee and the Provost/Vice Chancellor for Academic Affairs, it becomes effective when a letter is issued from the Provost to the faculty member indicating that failure to return to UW-Madison at the conclusion of the approved leave period constitutes a resignation as provided in Regent Resolution #5364.
For purposes of this policy, a leave of absence is a temporary separation of an academic staff member from the University during which the academic staff member is not paid from funds administered by the University except for such fringe benefits as may be permitted by State regulations.
A request for a leave of one year or less is initiated in writing (form may be used--see Appendix 16-A) to the dean and department and requires the affirmative recommendation of the department chair and the approval of the dean. The decision whether to approve the leave typically is based on the needs and funding of the unit, except in the case of federal and Wisconsin Family and Medical leave entitlements, and under UW Madison Family-Related (Parental) Leave Policy (UPPP 16.03).
NOTE: Leaves of absence of up to one year do not need to be forwarded to the Academic Personnel Office; however, APO should be consulted prior to denial of an unpaid medical leave of absence request.
Ordinarily, a leave of absence is granted for a maximum of one year. However, under appropriate circumstances, a leave may be extended. An extension requires the affirmative recommendation of the department chair and the dean. If a leave extension is forwarded to APO, indicate the dates of the initial leave on the Leave of Absence form.
If the leave of absence extension beyond one year exceeds 50% of the total appointment, the extension request is then forwarded by APO to the Provost/Vice Chancellor for Academic Affairs for final approval.
Under the Regent Policy 20-6-Policy on Non-Medical Leaves of Absence for Unclassified Staff, the Chancellor, after considering specific institutional needs, may grant an unclassified staff member a full or part-time leave of absence without pay for non-medical reasons for a period of up to five years. Reasons for leaves of absence are listed on page 2.
Leave extensions up to the five year maximum must be reviewed and approved by the Provost prior to the commencement or continuation of the new leave period.
The UW System President may grant an unclassified staff member an extension of a leave of absence beyond five years for the reasons enumerated above.
NOTE—See the following section III regarding political office or appointment-related leaves.
NOTE—Once a leave of absence is approved, it is important for the employee to consult with the Office of Human Resources Benefits Services concerning the potential effects on his/her health insurance and other benefits.
If an extension beyond one year is approved by the Provost/Vice Chancellor for Academic Affairs, it becomes effective when a letter is issued from the Provost to the academic staff employee indicating that failure to return to UW-Madison at the conclusion of the approved leave period constitutes a resignation as provided in Regent Resolution #5364.
If elected or appointed to a government office and the demands of the duties will not permit full or part-time performance of the individual's University duties, a faculty or academic staff member may request a leave of absence.
For purposes of this policy, a leave of absence is a temporary separation of a faculty or academic staff member from the University during which the faculty or academic staff member is not paid from funds administered by the University except for such fringe benefits as may be permitted by State regulations.
A request for a leave of the initial term of an elected or appointed office may not exceed a maximum of five years.
FACULTY—A request for a leave of the initial term of an elected or appointed office is submitted in writing to the dean and department chair and requires the affirmative recommendation of the departmental executive committee, along with the dean's approval. Once approved by the dean, documentation should be submitted to the Academic Personnel Office. The request will be forwarded to the Provost/Vice Chancellor for Academic Affairs and the University Committee for final consideration.
ACADEMIC STAFF—A request for a leave of the initial term of an elected or appointed office is submitted in writing to the dean and department head and requires the affirmative recommendation of the departmental head and the approval of the dean. Once approved by the dean, documentation should be submitted to the Academic Personnel Office. The request will be forwarded to the Provost/Vice Chancellor for Academic Affairs for final consideration.
LIMITED APPOINTEES—A limited appointee who accepts appointive or elective political office will be placed in her or his backup faculty or academic staff appointment. The individual should follow the policies and procedures described immediately above as appropriate to her or his backup faculty or academic staff appointment. A limited appointee has no expectation to be reappointed to a limited position upon return from his or her leave, unless specific approval was obtained from the Board of Regents.
A leave of absence of the initial term of elected or appointed office is granted on a mutual understanding between the faculty or academic staff member and the University that she or he will return to the University at the conclusion of the initial elected or appointed term
An extension beyond the initial term of elected or appointed office must be approved by the Board of Regents and must be for a fixed period of time.
NOTE—A faculty or academic staff member seeking political office may not engage in political campaigning during hours when the faculty or academic staff member is expected to be performing her or his University duties, nor solicit or receive campaign contributions or services. A faculty or academic staff member entering a primary or regular campaign must consult with her or his department chair/head and dean/director to determine whether planned campaign activities will interfere with performing her or his University duties and if so, a reduced-time appointment needs to be arranged for the duration of the campaign.
For more detailed and specific information, consult:
Regent Resolution #5364
FPP Ch. 7, UWS Ch. 3
20-6 POLICY ON NON-MEDICAL LEAVES OF ABSENCE FOR UNCLASSIFIED STAFF
Appendix 16-A Leave of Absence Request Form
Appendix 16-B Election Official Request Form
Appendix 16-C Sample letter for a 1-year Leave of Absence for use by Dean's Office.
Appendix 16-D Sample Provost's letter for a 1-year extension of leave
FMLA Certification forms (Unclassified Personnel Forms page)