[Faculty Handbook Category #1]
In addition to paid absences, such as holidays and ESST, we offer a number of leaves of absence which either become unpaid at some point or are unpaid in their entirety. Unless otherwise noted in a specific leave policy, your employee benefits will be handled as described below.
Insurance and Related Benefits
During your leave, we will continue to provide you with the benefits in which you have enrolled for as long as any law might require us to do so, or until such time as you cease to be eligible under the terms, conditions, and limitations of the applicable plans. Along with other leave of absence paperwork, employees may be asked to sign a benefit deduction agreement and authorization.
While you are on leave, you will continue to be responsible for your share of the insurance premiums and will be required to make regular payments in order to continue your coverage. During any parts of your leave for which you may also be using ESST or short-term disability we will continue to make payroll deductions as normal to collect your share of the premiums.
However, at the point that your leave becomes unpaid (e.g., you use up your available ESST), you will be required to submit monthly payments to payroll by the 1st day of each month of your leave. If the payment is more than 30 days late, your health and other coverage may be terminated for the remainder of your leave unless alternate payment arrangements are made.
Employees should communicate with payroll regarding any missed payments and can request we take over responsibility for the payment of your portion of the premiums for as long as you remain an active (i.e., non-COBRA) participant on our insurance plan(s). However, the premium amounts are still your obligation to pay, which means that when you return to work and start receiving paychecks again, we will recoup the amounts we paid on your behalf. Should you not return from leave or leave employment before paying back the amount we covered, you will be considered to be legally indebted to us and will be expected to set up a repayment plan.
In some cases, you may be offered COBRA, USERRA, or state continuation coverage if you are gone from work long enough, or if we are not required by law to continue your benefits. If so, you will have to formally elect continuation in order to stay on the applicable insurance plans.
If you lose coverage or have elected COBRA during your leave, we will reinstate you as an active participant upon your return from leave, according to the terms of each plan. If we have chosen to pay your portion of the premiums on your behalf during your leave, you will be required to repay us any such amounts at the end of your leave.
Other Benefits
ESST and other accrual-based benefits will cease accruing during any leave periods not being paid directly by us. So, for instance, unpaid leave time, periods during which you’re receiving short-term disability benefits, or leave periods that are being paid by third-parties (such as workers’ compensation) will result in the cessation of accruals. However, absences during which ESST is being used, or that are paid by us (such as jury duty), will not result in accrual discontinuation. Similarly, holiday pay will not be provided during any leave periods not being paid by us.
Updated 1/1/2026