Leave of Absence
A leave of absence is approved time off from the employee's job for valid medical. personal. family, military, or other circumstances, in accordance with university guidelines, and as required by state and federal regulations.
Creighton University has partnered with the Leave Management Team (ADP) to handle the intake, communication, paperwork and tracking for FMLA and leave of absence administration. The benefits team in Human Resources will maintain a significant role in customer service and the administration of leave requests, including the accurate reporting of time related to leaves of absence to payroll. This process only affects employees in need of a leave of absence.
The Leave Management Team (ADP) will provide personalized, one-on-one service for our employees and is dedicated to making the leave of absence process as simple as possible.
Family and Medical Leave Act (fmla) leaves of absences
Under Federal Family Medical Leave Act (FMLA) regulations, employees who have completed 12 months of employment with Creighton University and have worked at least 1,040 hours in the previous 12 months are eligible for up to 12 weeks of unpaid job-protected time off for qualifying medical, maternity, paternity, adoption, foster care placement, military, or family caretaker reasons. Approval is subject to timely receipt of complete and sufficient medical documentation from a qualified healthcare provider.
Leave that is FMLA-qualifying protects your job and is unpaid. The university allows you to use available accrued time off to remain in a paid status during FML.
A new leave request can be initiated by logging in at doit.creighton.edu/email-accounts/blue-accounts/quick-launch or you may call the Solution Center at 866.903.8216 press 2 for Leave Management.
In the event an employee needs to take a leave of absence for an illness, and the employee is ineligible for the Family Medical Leave Act (FMLA), it is within the discretion of the employee's supervisor, administrator, or dean to grant an unpaid disability leave of absence. If the employee participates in the group disability insurance plan and his/her illness extends beyond 30 calendar days, the employee may be eligible to receive paid disability benefits during the leave.
While on a disability leave:
- The employee’s position is not protected by law.
- The employee must coordinate application for disability benefits with Human Resources, if applicable.
- The employee may use accrued vacation hours as appropriate.
Maternity and paternity leaves fall under the policies and procedures for the Family and Medical Leave Act of 1993 (FMLA) and the Parental Leave Policy. You are eligible for FMLA if you have worked for the University for one year and have worked at least 1,250 hours in the last 12 months prior to requesting leave. To be eligible for parental leave, you must have worked for the University for one year in a benefit-eligible position. FMLA and Parental Leave run concurrently. If you are adopting a child, be sure to read the policy regarding Adoption Assistance to see if you are eligible.
Complete the Parental Leave Request Form.
If you do not meet the eligibility for either FMLA or Parental Leave, please refer to the Non-Qualified Medical Leave of Absence section.
The Uniformed Services Employment and Reemployment Rights Act of 1994
("USERRA") is a federal law which:
- makes it unlawful for an employer to refuse an employee's military leave of absence; or
- to discriminate in employment or re-employment based on military service.
Any employee who is or may be called up for active duty; active or inactive duty training; full-time National Guard duty; absence from work for an exam to determine a person's fitness for any form of duty; or to perform funeral honors duty by National Guard or reserve members should consult with the Human Resources staff for a complete explanation of the employee's rights under USERRA. An employee must provide advance written or verbal notice to Creighton of all expected military duty, unless giving notice is impossible, unreasonable, or precluded by military necessity. For purposes of this law, the term "service" means performing military duty on a commission or non-commission status, and on a voluntary or involuntary basis, in a uniformed service.
Commitments for temporary active duty with the military reserve or National Guard should be scheduled for non-work periods. If temporary active duty cannot be completed using vacation, the University will make up the difference between any lost University pay and the military pay earned while on active duty.
In the event an employee needs to take a leave of absence for his/her own illness, and the employee is ineligible for the Family Medical Leave Act (FMLA), it is within the discretion of the employee's supervisor, administrator, or dean to grant an unpaid medical leave of absence. Request forms can be obtained by contacting Lenora Salts at 402.280.4753.
While on a non-qualified medical leave, the employee's position is not protected by law.
If the employee participates in the group disability insurance plan and his/her illness extends beyond 14 calendar days, the employee may be eligible to receive paid disability benefits during the leave. Employee must coordinate application for disability benefits with Human Resources, if applicable. For more information on group disability benefits, please go to the Group Disability Insurance page.
Benefit-eligible, full- and part-time employees accrue sick leave from the first day of employment.
- The available sick leave hours are updated each pay period to reflect sick hours taken and additional hours earned.
- Unused sick leave will accrue up to a maximum of 240 hours (30 days).
- The employee will not receive any pay for hours missed if sick leave hours are not available.
- Unused sick leave hours are not payable at the time of retirement or separation of service.
Accrued sick leave may be used for the following reasons:
- Personal illness. If an illness extends beyond three days or the staff member is hospitalized, the staff member should apply for protection under the Family Medical Leave Act (FMLA). It is the supervisor’s responsibility to immediately report potential FMLA situations to Human Resources.
- Illness of a member of the immediate family when one’s presence and assistance is necessary in an emergency situation. Immediate family is defined as a spouse, dependent children, and parents (including parents-in-law). Staff should return to work when the crisis or emergency has passed. With coordination and approval from the staff’s supervisor, accrued vacation time may be used after the emergency situation has subsided and the family member needs further care. Staff should contact Human Resources in situations involving extended care to determine if FMLA applies.
- Sick leave hours may be used for doctor or dental appointments and to accompany dependent children or spouse when the staff’s presence is necessary. These appointments must be coordinated and approved by the supervisor in advance. Appointments need to be made at a time that presents the least amount of inconvenience or interruption to the office.