Faculty Illness
Eligibility
Faculty member.
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Utilizing Benefit
When a faculty member must be absent due to his or her own illness during an academic semester, he or
she should refer to Professional Duties and Responsibilities. The Dean of the College
and the department chair will arrange for temporary substitutes to cover teaching responsibilities. The
faculty member will continue to receive salary when absent for his or her own illness. Faculty members
will be responsible to pay the employee portion of benefits during an absence due to illness under the
Family and Medical Leave Act. Faculty members do not accrue sick and/or vacation leave because
faculty salaries are determined by annual academic year contracts.
In addition, each time a faculty member is out ill more than three (3) consecutive days, a written
statement from the physician certifying the illness must be submitted to and reviewed by the Director of
Human Resources. The employee’s Family and Medical Leave Act benefits will begin and the total
amount of the employee’s Family and Medical Leave Act (FMLA) will be reduced by the amount of time
he or she is out ill. (Refer to the Family and Medical Leave Act on this site.)
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Maximum
The maximum time period for temporary substitutes will be twelve (12) weeks.
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Leave after Exhaustion of Benefit
Faculty members absent due to extended illness (12 weeks or longer) will be required to notify the Dean
of the College and the Human Resources Director and request an extended leave of absence one month
prior to the end of the first twelve (12) weeks. The faculty member must provide a written statement from
a physician certifying medical necessity for the extended leave of absence. The Dean of the College and
the Director of Human Resources will determine the pay status of that faculty member. Benefits will
continue during the extended leave of absence for a maximum of 1 year and the employee will pay the
employee’s portion of the benefits.
The College may require that the eligible faculty member provide status reports to the Director of Human
Resources and the Dean of the College at least every thirty (30) days regarding his or her condition.
The Dean of the College and the Director of Human Resources reserve the right to require a second
medical opinion from a College designated physician before approving extended leave benefits. Should
the medical opinions of the employee’s physician and the College designated physician concerning the
medical necessity of the leave differ, a third physician, chosen mutually by the employee and the College,
will be asked to render an opinion. The majority opinion of the three physicians will be binding.
Illness due to pregnancy is treated the same as any other type of illness for the purposes of the Faculty
Illness Policy (refer to the Family and Medical Leave Act on this site).
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