Temporary Disability Leave

Administration of Temporary Disability Leave
Employees who are physically or mentally unable to work and who have not met the eligibility requirements for family and medical leave under the Family and Medical Leave Act (FMLA) or the requirements for extending the period of leave under the Family and Medical Leave Act (FMLA) may request up to 90 calendar days of temporary disability leave. To apply for temporary disability leave, employees should submit a Leave Request Form to his or her supervisor and attach a physician's statement explaining his or her inability to work and the anticipated dates during which he or she will be disabled.

Employees should use all accrued sick and annual leave before being placed in a temporary disability status. Temporary disability leave is always unpaid leave.

A supervisor may approve requests for 30 calendar days or fewer of temporary disability leave in consultation with the Employee Benefits Administration Division. Copies of the written request and supporting medical documentation should be forwarded to the Employee Benefits Administration Division for inclusion in the employee's record.

Temporary disability leave requests for periods for more than 30 calendar days require the written approval of the department head and the concurrence of the Director of Employee Benefits Administration. The Director of Employee Benefits Administration will notify the department head of his or her consensus and will place appropriate documentation in the employee's record.

Supervisors must refer temporary disability leave requests beyond 90 calendar days to the Director of the Employee Benefits Administration Division.

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Changes in Disability or Leave Status
If an employee requests a change in leave status (from FMLA to temporary disability for example), his or her supervisor should contact the Employee Relations Division for assistance.

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Reinstatement Following Temporary Disability Leave
An employee who returns to work within the approved temporary disability leave period should be reinstated to his or her former position or an equivalent position. An employee may be terminated if he or she does not return to work on the specified return date unless an extension has been requested and is pending or has been granted.

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Fitness for Duty
An employee on approved temporary disability leave must provide written notification of an intended date of return to work and a physician's statement authorizing the employee to perform assigned job duties on a regular work schedule. Employees must submit the appropriate notification to his or her department head as far in advance of the intended date of return as possible.

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Effect of Temporary Disability Leave on Annual Leave and Sick Leave Accrual
Employees on temporary disability leave will not accrue annual or sick leave for any full calendar month of absence. Employees on temporary disability leave for some portion of a calendar month will accrue annual leave and sick leave for that month on a pro-rated basis. (Pro-Rated Sick Leave Schedule, Pro-Rated Annual Leave Schedule)

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Effect of Temporary Disability on Merit Increases
Periods of temporary disability leave in excess of 90 calendar days may affect the amount of a merit increase, if a merit increase is justified. If a merit increase is justified, it can be prorated in accordance with University guidelines. Supervisors with employees on such leave should contact the Department of Compensation Administration for assistance.

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Effect of Temporary Disability on Benefits
Benefits will be continued during the period of approved temporary disability leave on the same basis as for an active employee. An employee on temporary disability leave is required to remit his or her portion of the insurance premiums to the University, on a monthly basis to continue the benefits. The Employee Benefits Administration Division will advise the employee of the monthly cost and where to mail the payment.

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