Leave of Absence Options

Medical Leave of Absence (non-FML)

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.

Paid Parental Leave

Paid parental leave falls 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. The six weeks of Paid Parental Leave may be taken on either a 6 week consecutive basis or on an intermittent or staggered schedule, as long as it is taken during the first twelve months following birth or adoption, with prior manager approval. 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.

Additional Parental Resources:
Magellan (EAP) Support for New Parents
Maternity Leave Checklist
United Healthcare Maternity Support Program
UnitedHealthcare Health Pregnancy App Flyer
UnitedHealthcare healthy Pregnancy Program for Fathers Flyer
MetLife Oral Care and Pregnancy Flyer
Lactation Rooms

PERSONAL/FAMILY SUPPORT LEAVE (PFSL)

Purpose

A personal/family support leave (PFSL) is an unpaid leave generally used in situations not covered by other types of University or federal/state/local laws.  Employees must use all their accrued vacation or sick time (if applicable) prior to the start of an unpaid personal leave.

Examples of qualifying reasons for PFSL

• Caring for a sick family member
• Personal emergency
• Educational opportunities
• Caring for new baby or placement of child prior to FML eligibility
• Undergoing major life changes
• Addressing caregiver issues (medical, legal, financial, etc.)
• Other personal, non-medical reason that may be approved at your department’s discretion.

Eligibility

A benefit eligible employee who has completed at least 90 days of service and who is in good standing (has not received a Performance or Discipline Action in the last six months) may request PFSL for reasons such as those listed above.  PFSL can be granted for a minimum of 3 consecutive days and up to two weeks.  Intermittent leave is not permitted under a personal leave.  An employee can be granted up to two PFSL in a calendar year.

If a family related care situation might also qualify for FMLA protected leave, the employee should contact HR to inquire about eligibility under other leave offerings.

Procedure

Requests for PFSL must be made via Creighton’s online LOA system (ADP Leave Management). Such leave requests should be made at least 30 days in advance for the need for leave when the need for such leave is foreseeable. Such leave request is subject to approval by the supervisor and needs of the university.  When the need for PFSL is not foreseeable, the employee must comply with both their division’s call-in procedures and the process for requesting PFSL.  Failure to follow procedures or timelines may result in the denial or delay of PFSL.

Managers will be notified of a pending request by ADP Leave Management.  Upon receipt of this notification, managers must timely respond to approve  the PFSL request. ADP Leave Management will respond to inform employees of additional obligations including whether additional documentation is required to determine approval. Human Resources is available to answer any questions throughout the approval process.

PFSL will not be granted for engaging in employment outside of Creighton University, pursuing an independent business venture. Intermittent leave under PFSL is not permitted.

Pay status while on PFSL

PFSL is unpaid. An employee seeking PFSL for a qualifying reason must first use all eligible accruals. 

Notice requirements for returning from PFSL

Employees are expected to be able to return to work by the end of their approved PFSL. If an employee on PFLS plans to return to work sooner than the expected return date listed on the Leave Request, the employee must notify their supervisor and HR at least  two (2) business days prior to returning to work.  Similarly, if the employee needs to be absent from work beyond the dates outlined in the approval notice, the employee must notify ADP Leave Management and their supervisor immediately.  To request an extension, the employee must submit a new request. 

Failure to Return from PFSL

Any absence exceeding approved PFSL without extension or failure to return to work as scheduled after the approved leave will be treated as a voluntary resignation of employment. 

Military Leave

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.

Certification of Qualifying Exigency For Military Family Leave
Learn more about USERRA