Creighton recognizes that situations may occur requiring an individual to take a leave of absence. The Human Resources Department will review each case on an individual basis to determine if the leave of absence qualifies for job protection under the Family and Medical Leave Act (FMLA) or Family Military Leave Under the FMLA/NFMLA. Please contact Lenora Salts at 402-280-4753 to discuss eligibility status.
In the event an employee needs to take a leave of absence for his/her own illness, and the employee is ineligible for the Family Medical Leave Act (FMLA), it is within the discretion of the employee's supervisor, administrator, or dean to grant an unpaid medical leave of absence. Request forms can be obtained by contacting Lenora Salts at 402-280-4753.
While on a non-qualified medical leave, the employee's position is not protected by law.
If the employee participates in the group disability insurance plan and his/her illness extends beyond 14 calendar days, the employee may be eligible to receive paid disability benefits during the leave. Employee must coordinate application for disability benefits with Human Resources, if applicable. For more information on group disability benefits, please go to the Group Disability Insurance page.
In the event an employee needs to take a leave of absence for an illness, and the employee is ineligible for the Family Medical Leave Act (FMLA), it is within the discretion of the employee's supervisor, administrator, or dean to grant an unpaid disability leave of absence. If the employee participates in the group disability insurance plan and his/her illness extends beyond 30 calendar days, the employee may be eligible to receive paid disability benefits during the leave.
While on a disability leave:
The Uniformed Services Employment and Reemployment Rights Act of 1994
("USERRA") is a federal law which:
Any employee who is or may be called up for active duty; active or inactive duty training; full-time National Guard duty; absence from work for an exam to determine a person's fitness for any form of duty; or to perform funeral honors duty by National Guard or reserve members should consult with the Human Resources staff for a complete explanation of the employee's rights under USERRA. An employee must provide advance written or verbal notice to Creighton of all expected military duty, unless giving notice is impossible, unreasonable, or precluded by military necessity. For purposes of this law, the term "service" means performing military duty on a commission or non-commission status, and on a voluntary or involuntary basis, in a uniformed service.
Commitments for temporary active duty with the military reserve or National Guard should be scheduled for non-work periods. If temporary active duty cannot be completed using vacation, the University will make up the difference between any lost University pay and the military pay earned while on active duty.
Accrued sick leave may be used for the following reasons: