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Temporary Alternative Duty Assignment Leave - Appointed Personnel

Definition

Eligible employees may request a period of up to sixteen weeks during which the employee may receive a temporary assignment of alternative duties that will make it more feasible for the employee to remain on active employment at the University during the birth of the employee's child, placement of a child for adoption or foster care, or to provide temporary care to the employee's spouse, domestic partner, child or parent who has a serious health condition.

Eligibility

• All benefits eligible appointed personnel.
• An employee who has a qualifying event, such as the birth of child, the placement of a child for adoption or foster care, or to care for a spouse, domestic partner, child or parent with a serious health condition.

Procedure

• Employee submits a written request to immediate supervisor, such as a department head, director, or unit administrator.
• The request must include the assurance that the employee will be responsible for at least fifty percent of the care of the newborn, adopted, or foster child. Request must also include dates of the proposed period of alternative duty assignment, proposed alternative duties, and any other arrangements necessary for consideration and implementation of the request.
• Employee requests the temporary alternative duty assignment as far in advance as possible.
• The proposed dates of the temporary alternative duty assignment and details of the alternative duties must be approved by the supervisor. Approval of the request is up to the discretion of the supervisor in consultation with the unit administrator.
• The department shall maintain a copy of the employee's written request and the supervisor's response. Department shall forward employee's request and response to the Leave Management Team at the Human Resources Department.

What Happens to Your Benefits?

• This leave has no impact on the employee's benefits as long as the employee's FTE is at least .50. Benefit premiums will continue to be deducted from the employee's paycheck.

Link to Policy

• University Handbook for Appointed Personnel, Policy 8.05.01

Link to Related Policy

• Policy 8.04.06 Appointed Personnel Family and Medical Leave

FAQs

Q: Will my FTE (Full Time Equivalency) change during this time period?

A: No. During the period of temporary assignment of alternative duties, the FTE (Full Time Equivalency) will remain the same. However; if the employee elects to temporarily reduce the number of hours worked in addition to the assignment of duties, the employee shall use paid or unpaid leave (including any remaining Family and Medical Leave) for the difference between hours worked and hours based on FTE.

Q: Can my supervisor substitute this policy for my request to take Family Medical Leave?

A: No. A supervisor may not impose this policy as a substitute for an employee's request for Family Medical Leave due to a qualifying reason or when medical conditions restrict an employee's ability to work.

Q: What are some examples of temporary alternative duties?

A: Temporary alternative duties are duties normally included in the employee's job description; however, the range of actual duties will be altered. Examples of such duties include: an alternative work schedule, substitution of duties within the classification, project specific work, and/or transportable work.