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Leave of Absence

In a situation in which an employee needs to take a leave of absence, there are two options, depending on the employee's length of service:

  • FMLA (Family and Medical Leave Act) – For employees who have been at the University at least one year who have a qualifying reason for a leave of absence
  • Personal Leave of Absence – Allows a leave of absence for thirty (30) calendar days in a twelve month period for approved reasons (medical, non-medical, education, family-related, extended vacation, etc.).

In either case, we recommend employees contact Guardian to discuss your leave of absence.  If you need to apply for a Family and Medical Leave, please contact Guardian at 1-888-889-2953.

Effective January 5, 2009, the City of Philadelphia adopted a new ordinance called "Entitlement to Leave Due to Domestic or Sexual Violence [PDF]." If you, or a family or household member, have been the victim of domestic violence, sexual assault or stalking you may be entitled to take certain amounts of unpaid leave from work.  Learn more about your rights to unpaid leave due to domestic or sexual violence on the this flyer [PDF] or the Philadelphia Commission on Human Relations website.

FMLA

The Family and Medical Leave Act (FMLA) is a federal government act that applies to employers who employ 50 or more employees and public agencies. Covered employers are required to provide eligible employees up to 12 weeks of unpaid leave each year.

Employees who have been employed by Drexel University for at least twelve months (this employment period does not have to be consecutive) and have performed at least 1,250 hours of service during that time are eligible.

The FMLA also requires covered employers to continue health benefits coverage during the leave. After completion of the leave, the employee must be restored to the same or an equivalent position at the University.

Compensation for Faculty Members

  1. A Faculty Member who is approved for Family and Medical Leave is eligible to receive six (6) weeks of salary continuation after completing the first year of full-time employment and an additional six (6) weeks of salary continuation after completion of the second year of full time employment up to a maximum of 12 weeks.
  2. Salary continuation for part-time faculty employment will be prorated.
  3. For Faculty Members who are not eligible for salary continuation for the duration of their leave, short-term disability can be utilized through The Designated Insurance Carrier (if applicable) if the Faculty member purchased coverage. The Faculty Member must notify The Designated Insurance Carrier of his or her intention to activate the short-term disability benefit.

Information about short-term disability can be found on the Voluntary Benefits page.

For more information, read our FMLA policy.

Time/Leave Reporting for Faculty Members and Professional Staff

During an employee's leave of absence, Human Resources will manage all time/leave reporting. HR will maintain reporting responsibility from the pay period in which an employee goes out on leave through the pay period in which they actively return to work. During this time employees should not submit time, and the employee's supervisor will not need to approve time. If an employee returns to work before the end of a pay period, the hours worked should be submitted via email to Terri Safford at tls328@drexel.edu with the employee's supervisor included on the email message. Time/leave reporting responsibility is then returned to the employee during the pay period following the return from leave of absence.

Personal Leave of Absence

Professional Staff Members may request a Personal Leave of Absence for up to thirty (30) calendar days in a twelve-month period.   The length of the leave, and Drexel’s ability to grant it, will depend upon the department’s or college’s ability to make personnel adjustments that will ensure its continuous and satisfactory functioning during the Professional Staff Member’s absence.  Approval of a Personal Leave of Absence is discretionary, and such a request must be approved by the Professional Staff Member’s immediate supervisor and Department Head in consultation with the HR Partner.

This policy applies to all eligible non-faculty Professional Staff Members, excluding any Professional Staff Member who is affiliated with a collective bargaining unit, provided that the Professional Staff Member (1) has been employed by Drexel University for at least one full year; (2) is in good standing (e.g., not on a Performance Improvement Plan);  (3) has stated unequivocally that the Personal Leave of Absence has not been requested for the purpose of seeking or obtaining employment outside the University; and (4) has stated unequivocally that the Personal Leave of Absence has not been requested for the purpose of working for another employer or pursuing an independent  business venture during such leave.

For more information, read our Personal Leave of Absence Policy.

Online FMLA Session for Supervisors, Faculty and Professional Staff

Please follow the instructions below to access the online training session for  "Family Medical Leave – What You Need to Know"

  1. Log in to DrexelOne
  2. Select the Employee tab
  3. Select Career Pathway under the Development and Certifications header
  4. Click the Learning tab
  5. Click "Browse for Training" to find the "Family Medical Leave - What You Need to Know" session

It will take approximately 30 minutes to complete the session.

 

Additional Information

Any employee who has a medical condition that they feel may rise to the level of a disability as defined by the Americans with Disabilities Act Amendments Act (ADAAA),and is interested in requesting reasonable accommodations in order to meet the essential functions of their job should contact the Office of Disability Resources (ODR) at Drexel University.  ODR can be reached by phone at 215-895-1401 and by email at disability@drexel.edu.  More information about registering with ODR can be found at the following website: http://drexel.edu/oed/disabilityResources/employees/.  Contacting ODR is completely voluntary.