I. Policy and Purpose
Under certain conditions, the President or his/her designee may grant a faculty member leave of absence without pay. This policy defines the conditions and procedures required for faculty members to be granted leave of absence without pay.
II. Scope and Applicability
- A primary consideration in making the determination of whether or not to award leave of absence without pay is that such an award shall not substantially disrupt the academic program or unit of which the faculty member is a part.
- Leave of absence without pay ordinarily shall be granted if the purpose of the leave is to advance the institution's mission of teaching, research, and service, or to enhance the ability of the individual to support that mission. Leave of absence without pay also may be granted for personal or health reasons.
- In no case shall a leave without pay period extend beyond the termination of the individual's term of employment.
To be eligible for leave of absence without pay, a faculty member must be employed for at least two (2) semesters or twelve (12) months prior to the beginning of the proposed leave.
Unless otherwise stipulated, a faculty member on leave of absence without pay is expected to assume his/her duties and responsibilities upon termination of the leave.
A faculty member on leave of absence without pay who wishes to resign shall notify the Provost and Senior Vice President for Academic Affairs (Provost) three (3) weeks prior to the end of the semester in which the leave is being requested.
III. Guidelines and Standards
A. A faculty member applying for leave of absence without pay must submit a written request to the Department Chair six (6) months in advance of the start date of the proposed leave, indicating the reasons for the requested leave.
B. Emergency requests for leave of absence without pay may be considered by the President in the event that unforeseen circumstances prevent compliance with the required six (6) month notice period.
C. The Department Chair will forward the application, with any recommendations, to the Dean of the School who will forward all supporting documents to the Provost.
D. The Provost will submit final recommendations to the President. The President is the final authority in these matters and shall make the final determination.
E. It is the responsibility of the requesting faculty member to contact the Office of Human Resources to arrange continued participation in retirement, medical and health programs, and other benefit programs, to the extent permitted. Unless otherwise stipulated by the President or his/her designee, all costs of such participation during a leave of absence without pay be borne by the faculty member.
F. Unless otherwise stipulated by the President, the period of leave without pay shall not be counted as service toward the faculty member's eligibility for sabbatical leave.
A system of supporting faculty professional or personal needs without disrupting academic programs or units.
V. Exceptions and Deviations
Effective Date: 12/22/1998