VESSA leave is absence to address issues arising from being a victim of domestic violence, dating violence, sexual assault, or stalking, or having a family or household member who is a victim of domestic or sexual violence.
Service. This leave has no length of service requirement.
Holding the job. The job is held for up to 12 weeks in any 12 month period. In the case of intermittent leave of absence taken through a reduced work schedule, the job may be held for the time equivalent to 12 weeks of the employee's work schedule.
Pay. VESSA leave can be taken either without pay or staff may use accrued vacation, personal floating holiday time, Extended Sick Time (if approved by the claims administrator), or Incidental Sick Time to care for him or herself or a family member. While Incidental Sick Time is limited to seven calendar days immediately prior to an approved Extended Sick Time absence, there are specific circumstances when a staff member or instrutional faculty member may use up to their annual allowance of Incidental Sick Time. These circumstances arise when:
Benefits. An individual on a paid VESSA leave will continue to have benefits coverage. The University continues to pay the employer contribution.
Unpaid leave. An individual on an unpaid leave will be billed for benefits coverage. Commuter benefits cannot be accessed or changed when on an unpaid leave of absence. The deadline to make changes to commuter benefits is the 5th of the month prior. Please make any necessary changes prior to that deadline. For additional question on the commuter benefits, visit http://www.northwestern.edu/hr/payroll/payment/pretax-transit/.
Application. Staff members and instructional faculty members must provide The Hartford with at least 48 hours advance notice of their intention to take a VESSA leave, unless providing such notice is not practical. You can contact The Hartford at 1-888-541-7283. Click here to view the step by step process of applying for a leave.
Return to work. At the expiration of an FMLA leave, staff members and instructional faculty members return to the same or an equivalent position as was held when the leave began.
Extension. If the leave of absence extends longer than the approved period, the staff member or instructional faculty member must request an extension from The Hartford prior to the expiration of the FMLA leave. If the staff member or instructional faculty member does not return from the leave of absence and does not request an extension, their employment will be subject to termination.