These checklists can help faculty, staff, supervisors or unit human resources representatives plan for one of the many different types of leaves of absence. Select the appropriate leave type to view detailed instructions including relative policy information to help guide you through this process.
Note: See SPG 201.30 or the applicable bargaining agreement for leave information including requirements for the use of paid time off prior to the leave effective date.
Note: The university is required to notify employees within 30 days if benefits have ended. Any notification sent past 30 days will require that all university contributions and employee contributions are charged to the department. Leave of absences that are not processed within 30 days of leave begin date will require the employing unit to absorb the cost of both the university and employee contributions for benefits.
Note: FMLA time runs concurrent with paid and unpaid time. See SPG 201.30 or the applicable bargaining agreement for leave information including requirements for the use of paid time off prior to the leave effective date.
Note: The university is required to notify employees within 30 days if benefits have ended. Any notification sent past 30 days will require that all university contributions and employee contributions are charged to the department. Leave of absences that are not processed within 30 days of leave begin date will require the employing unit to absorb the cost of the university and employee contributions for benefits.
Note: See SPG 201.30 or the applicable bargaining agreement for leave information including requirements for the use of paid time off prior to the leave effective date.
Note: The university is required to notify employees within 30 days if benefits have ended. Any notification sent past 30 days will require that all university contributions and employee contributions are charged to the department. Leave of absences that are not processed within 30 days of leave begin date will require the employing unit to absorb the cost.
For complete information on paid leave options related to birth, adoption, foster placement and legal guardianship of a child, visit Maternity (Childbirth) and Parental Leave or browse frequently asked questions.
Note: FMLA time may run concurrently with paid and unpaid time.
This checklist pertains to staff who are not eligible for paid maternity (childbirth) and/or parental leave. Faculty and postdoctoral research fellows should contact their administrator for assistance.
Note: FMLA time runs concurrent with paid and unpaid time. See SPG 201.30 or the applicable bargaining agreement for leave information including requirements for the use of paid time off prior to the leave effective date.
Note: The university is required to notify employees within 30 days if benefits have ended. Any notification sent past 30 days will require that all university contributions and employee contributions are charged to the department. Leave of absences that are not processed within 30 days of leave begin date will require the employing unit to absorb the cost of both the university and employee contributions for benefits.
Flint and Dearborn campuses require the use of Work Connections paperwork as outlined below.
Medical documentation is required per the Standard Practice Guide for absences in excess of 10 working days. Work Connections can assist you with obtaining medical documentation. Please check with your appropriate HR Office to see what medical documentation you will need in order to receive the appropriate leave of absence following exhaustion of sick pay. Please check with your appropriate HR Office to see what medical documentation you will need in order to receive the appropriate leave of absence (following exhaustion of sick pay).
Work Connections documents
Authorization to Release Patient Information Form
Health Care Provider Statement
Additional documentation may be required by your department.
Note: See SPG 201.30 or the applicable bargaining agreement for leave information including requirements for the use of paid time off prior to the leave effective date.
Note: The university is required to notify employees within 30 days if benefits have ended. Any notification sent past 30 days will require that all university contributions and employee contributions are charged to the department. Leave of absences that are not processed within 30 days of leave begin date will require the employing unit to absorb the cost of the university and employee contributions for benefits.
Note: After you return from a Military Leave of Absence, you are allowed to make extra contributions to the retirement plan to make up for those you missed during the leave. This option is provided under the Uniformed Services Employment and Reemployment Rights Act (USERRA). Contact the Benefits Office if you would like to arrange to make these contributions, for more information, visit: Benefits Enrollment and Eligibility.
Note: See SPG 201.30 or the applicable bargaining agreement for leave information including requirements for the use of paid time off prior to the leave effective date.
Note: The university is required to notify employees within 30 days if benefits have ended. Any notification sent past 30 days will require that all university contributions and employee contributions are charged to the department. Leave of absences that are not processed within 30 days of leave begin date will require the employing unit to absorb the cost of both the university and employee contributions for benefits.