1. General Policy

Leaves of absence not to exceed six months in duration may be granted to ranked full-time faculty members at the sole discretion of the University. This general policy summarizes the provisions generally applicable to all types of leaves, other than sabbatical and educational leaves. There are, however, variations on certain issues depending on the type of leave. Please see the specific type of leave for details.

To be eligible for a leave other than pregnancy disability, a faculty member, at the time of the request, must be employed by the University in a benefits-eligible position--at least a half-time appointment--for a minimum of 12 continuous months prior to the start of the leave.

The time periods related to leaves begin on the first day of leave, regardless of when the leave is approved. All time off which qualifies as family and medical leave will be counted against the faculty member’s total state and federal family and medical leave entitlements.

When returning from a medical or pregnancy disability leave, the faculty member must present a doctor's certificate showing fitness to return to work. Certification forms are available in the Office of Human Resources.

The faculty member who has been granted a leave of absence will return to the same or comparable job if they are able to perform the essential functions of that job with or without reasonable accommodation. The faculty member will be credited with the full employment status which existed prior to the start of the leave. Subject to normal evaluation processes, the time spent on leave may not be counted for purposes of future salary adjustments.

This section provides a brief overview of leaves of absence. Detailed information is available from the college deans.

2. Family and Medical Leave

Unpaid Family Leaves

An unpaid family leave, up to 12 workweeks in a 12-month period, may be requested for the following purposes: (1) to care for a newborn, newly adopted, or new foster child of the employee; or (2) to care for the employee's dependent child, spouse, or parent with a serious health condition. The 12-month period will begin on the first day of absence. The entitlement to leave for the birth, adoption, or placement of a child expires 12 months after the birth or placement has occurred. At the discretion of both the faculty member’s college dean and the Provost, a family leave may be approved up to a maximum of six consecutive months which may include a reduced teaching schedule during the semester coinciding with or immediately following one of the events described above.

A faculty member requesting a family leave must notify their college dean of his or her need for the leave, the date the leave is expected to commence, and the estimated duration of such leave at least 30 days in advance of the commencement date, if possible. When the leave is due to a serious health condition, the faculty member must also provide medical certification, signed by the health care provider, in support of the leave. Certification and application forms are available in the Office of Human Resources.

While a faculty member is on an approved unpaid family leave, the University will continue to pay its normal contribution for health and other insurance benefits that are ordinarily provided by the University for 12 workweeks. During this time the faculty member is responsible for making the normal contribution. When a faculty member is no longer eligible (after 12 workweeks) to receive the University's normal contribution, (s)he may self-pay the full premiums under the provisions of COBRA coverage by submitting the payment to the Office of Human Resources on or before the first day of each month.

Paid Medical Leaves

A paid medical leave, not to exceed an accumulated total of 26 weeks during a four year period, may be requested for a faculty member’s own serious health condition. All faculty members who are disabled by pregnancy are also entitled to a pregnancy disability leave, separate and apart from their right to take family and medical leave under state law. See Pregnancy Disability Leave Policy.

As a condition to receiving paid medical leave, the faculty member must apply for State Disability Insurance (SDI). The University will pay the difference between the SDI payment received and the faculty member’s salary for the duration of the disability, up to a maximum of 26 weeks during a four year period. If the medical leave exceeds six months, the faculty member will be placed on unpaid leave and be eligible to apply for Long Term Disability (LTD) benefits. In order to avoid a lapse in income, the faculty member is encouraged to apply for LTD benefits as soon as it is recognized that the disability will probably exceed six months.

A faculty member requesting a medical leave must notify their college dean of the date the leave is expected to commence and the estimated duration of such leave at least 30 days in advance of the commencement date, if possible. The request for leave must be supported by a medical certification. In addition, a medical certification of fitness for duty must be provided prior to returning to work. Certification and application forms are available in the Office of Human Resources.

While a faculty member is on an approved paid medical leave, the University will continue to pay its normal contribution to health and other insurance benefits that are ordinarily provided by the University for the duration of the disability, up to a maximum of 26 weeks during a four year period. During this time the faculty member is responsible for making the normal contribution. When a faculty member is no longer eligible to receive the University's normal contribution, (s)he may self-pay the full premiums under the provisions of COBRA coverage by submitting payment to the Office of Human Resources on or before the first day of each month.

3. Pregnancy Disability Leave

Faculty members who are disabled by pregnancy, childbirth, or related medical conditions are entitled to a paid leave of absence for the period of disability, up to a maximum of four months. Time off needed for prenatal care, severe morning sickness, doctor ordered bed rest, childbirth, and recovery from childbirth will all be counted against the pregnancy disability leave entitlement.

As a condition of receiving paid pregnancy disability leave, the faculty member must apply for State Disability Insurance (SDI). The University will pay the difference between the SDI payment received and the faculty member’s salary for the duration of the disability. For a normal pregnancy without complications, the SDI usually approves benefit payments for up to four weeks pre-delivery and six weeks post-delivery (eight weeks for cesarean).

A faculty member requesting a pregnancy disability leave must notify their college dean of the date the leave is expected to commence and the estimated duration of such leave at least 30 days in advance of the commencement date, if possible. The request for leave must be supported by a medical certification of disability. In addition, before a faculty member will be returned to her job or a comparable job, she must provide a medical certification of fitness of duty that she is able to resume her original job duties. Certification and application forms are available in the Office of Human Resources.

Leave provided for pregnancy disability is treated separately from leaves required by the state family and medical leave law. However, the first 12 workweeks of a pregnancy disability leave will be treated concurrently as a leave pursuant to the federal Family and Medical Leave Act of 1993. Therefore, the maximum paid leave is limited to the duration of the disability. Please see the Family and Medical Leave Policy, Paid Medical Leaves.

If a faculty member wishes to extend a leave beyond the duration of the pregnancy disability, she may be eligible for an unpaid family leave up to a maximum of six months. Such a leave is granted at the discretion of both the faculty member’s college dean and the Provost. Please see the Family and Medical Leave Policy, Unpaid Family Leaves.

While a faculty member is on a pregnancy leave, the University will continue to pay its normal contribution to health and other insurance benefits that are ordinarily provided by the University for the duration of the disability, up to a maximum of four months. During this time the faculty member is responsible for making the normal contribution. When a faculty member is no longer eligible (after four months) to receive the University's normal contribution, she may self-pay the full premiums under the provisions of COBRA coverage by submitting payment to the Office of Human Resources on or before the first day of each month.

4. Jury Leave

Point Loma Nazarene University encourages its faculty to fulfill their civic responsibility. Faculty, however, are requested to postpone their jury duty service to a time when classes are not in session.