Anyone who has a regular employment relationship with the University and meets the eligibility requirements has entitlements under the Family and Medical Leave Act of 1993. This policy describes these and other leave benefits available to members of the University administrative and research staff.
Northwestern University grants leaves of absence for medical care for oneself, for maternity or other family care, for some personal reasons, and for military duty. With a leave of absence, an individual may under some circumstances temporarily leave a University position with an intention to return to active university employment and during the leave maintain a relationship with the University that provides access to certain benefits and does not break service.
The following pages describe the provisions for ten kinds of leave of absence available from the university:
Benefits. During leaves of absence, insured benefits are available. The payment of premiums varies among the kinds of leave as described on the following pages. Commuter benefits cannot be accessed or changed when on an unpaid leave of absence. Please note that the deadline to make changes to commuter benefits is the 5th of the month prior. Please make any necessary changes prior to that deadline, as refunds are not available under any circumstances. For additional question on the commuter benefits, visit http://www.northwestern.edu/hr/payroll/payment/pretax-transit/.
Retirement contributions. University contributions to the individual’s retirement accounts continue as a percent of the University salary paid during the leave, such as for vacation or holiday pay.
Paid time benefits. Vacation continues to accrue while paid vacation and extended sick time is being taken and during University scheduled and personal floating holidays. Vacation and sick time do not accrue during unpaid leave.
A leave of absence ends upon resuming active employment, whether at the University or another employer.
An employee on leave of absence who takes temporary work at the University within six months of the start of a leave has returned to regular, benefits-eligible employment, having already qualified for benefits under ERISA; and the leave of absence ends. An employee on leave of absence who takes temporary work at the University after six months from the start of the leave becomes a temporary employee not eligible for benefits under ERISA, even though the person continues to have access to University benefits programs as may be provided by the leave of absence.
On taking a benefits-eligible position at another employer, a leave of absence ends and the individual is separated from the University.