I Need to Take a Leave

• The Family and Medical Leave Act (FMLA) was passed by Congress and went into effect on August 5, 1993. The FMLA provides up to 12 weeks of unpaid, job-protected leave per year to eligible employees for certain personal and family medical reasons.
• Benefits That Continue - During the 12 weeks of leave, UNI is required to continue to pay the university share of the health, dental, vision, life and long term disability insurance premiums, and the employee is still responsible to pay for their portion of the health, dental, and/or vision premiums. If you are still in a paid status, these premiums will continue to be deducted from your pay. If you are to move to an unpaid status premiums will be direct billed to you.
• Benefits That End - If an employee has a flexible spending account (FSA) and is in unpaid status, contributions to the account will cease until the employee returns to work. Contributions to the group retirement plans of IPERS, and TIAA, as well as a tax-deferred annuity (TDA) will also cease until the employee returns to work. Sick leave and vacation accruals will not continue during a leave without pay, but will resume once the employee returns back to work from leave. Employees may convert their sick leave to vacation time if more vacation time is needed.

• A medical leave without pay (MLWOP) may be granted in situations where an employee has a documented medical need for leave, and either the employee is not eligible for FMLA or FMLA has been exhausted. In these instances, the employee must request a medical leave without pay prior to the exhaustion of their sick leave.
• This type of leave requires departmental and divisional approval.
• A leave without pay (LWOP) may be requested for a number of reasons.
• Benefits That Continue - During this leave situation, life and long-term disability insurance coverage will continue and will be paid for by the university. The employee has the option to continue their health, dental vision and/or voluntary term life benefits, but would be responsible for the full cost of the benefits. These premiums will be direct-billed to you with an invoice being sent to the address that is on file. An unpaid benefit election form should be completed with a benefits staff member in order to elect to continue these benefits.
• Benefits That End - If an employee has a flexible spending account (FSA) and is in unpaid status, contributions to the account will cease until the employee returns to work. Contributions to the group retirement plans of IPERS, and TIAA, as well as a tax-deferred annuity (TDA) will also cease until the employee returns to work. Sick leave and vacation accruals will not continue during an FMLA unpaid leave, but will resume once the employee returns back to work from leave. Employees may convert their sick leave to vacation time if more vacation time is needed.

• An employee who is a member of the National Guard or Reserve component of the United States Armed Forces will be granted leave with pay for a period or periods not to exceed 30 days per calendar year, provided the employee is called for field training, active duty, or in connection with an emergency condition (flood, riot, etc.).
• A leave of absence request and a copy of the employee's military orders must be filed with the Human Resource Services prior to the leave period. The university is committed to complying with all rules and regulations relating to military leave, including the USERRA and Iowa Code 29A.28.
• Benefits That Continue - As long as the employee remains in paid status, they will have the option to continue their benefits. The employee would continue to pay their portion of their health, dental, vision, voluntary term life benefits, flexible spending account (FSA), and/or retirement contributions and the employer would pay theirs. Life Insurance and long-term disability insurance coverage would continue and will continue to be paid by the university. Once an employee ends their Military Leave status, they have 30 calendar days to re-enroll in their benefits if they had waived them previously.
• Benefits That End - When an employee goes on an unpaid Military Leave their coverage will end the month in which they leave. This includes health, dental, vision, voluntary term life benefits, flexible spending account (FSA), Life Insurance and long-term disability insurance and retirement contributions. Once an employee comes back to work, they have 30 days to re-enroll in their benefits.

• Employees qualify for LTD benefits if they become disabled under the terms of the Group Policy and have satisfied a waiting period of the latter of 90 working days or the date their accumulated sick leave expires.
• The monthly disability benefit is 66 2/3rds of their pre-disability earnings, up to a maximum monthly benefit of $6,667.

Additional plan details can be found in the LTD group booklet.

More Info: Principal LTD Policy Booklet

• If approved for LTD the employee will have a formal termination from the university and receive a $750 monthly medical stipend directly from Principal Financial for 24 months.
• TIAA contributions will continue to be paid through Principal Life Insurance Company.
• A Survivor Benefit will also be provided by Principal Financial. For more information see the Principal LTD Policy Booklet.

• Tenured faculty of the University of Northern Iowa, and UNI probationary faculty after a successful third-year review, may apply for a Professional Development Assignment (PDA).
• A PDA provides a maximum stipend, including appropriate fringe benefits, of the faculty member's full salary for one semester or one-half of the faculty member's salary for the academic year.
• Benefits information as it relates to a PDA can be found in the Faculty Handbook.

• Employees who are off work due to a work-related injury or illness and have either exhausted their paid time off or choose not to supplement their weekly workers' compensation payments will be placed on a WCLWOP.
• Benefits That Continue - UNI's practice is that the employer (UNI) will pay the university share of the health, dental, vision, life and long term disability insurance premiums, and the employee is still responsible to pay for their portion of the health, dental, and/or vision premiums for four months (16 weeks) after being placed on medical leave without pay. If an employee continues on a WCLWOP beyond four months (16 weeks), the employee has the option to continue health, dental, and vision benefits, but must pay the full cost of health and dental premiums to continue the coverage.
• The 12 weeks of FMLA (subject to eligibility) and the 16 weeks (DAS rule) are counted concurrently.
• Benefits That End - If an employee has a flexible spending account (FSA) and is in unpaid status, contributions to the account will cease until the employee returns to work. Contributions to the group retirement plans of IPERS, and TIAA, as well as a tax-deferred annuity (TDA) will also cease until the employee returns to work. Sick leave and vacation accruals will not continue during an unpaid leave, but will resume once the employee returns to work from leave. Employees may convert their sick leave to vacation time if more vacation time is needed.
• If an employee on WCLWOP applies for and is approved for Long Term Disability, continuation of coverage is subject to COBRA continuation.

Many of us can face challenges every day that can be stressful, overwhelming, and cause strong emotions. Visit our Stress, Mental Health, and Grief Services webpage for services that may be useful to you and/or your family.