Business Considerations for Excused Unpaid Absence Approval

If the employee is not eligible for Family and Medical Leave or other paid time (Sick Time or Vacation Time), a supervisor can decide whether the excused unpaid absence is appropriate and can be supported. Excused unpaid absence is not a right and is only granted at the supervisor’s discretion. When evaluating a request for excused unpaid absence, a supervisor may review the following business considerations:

Absence Is the requested length of the absence practicable? What is the likelihood of the employee’s return to work? What is unit history of unpaid absence approval and how are employee and business circumstances similar or different?	Operational Needs What is the current workload? Is this a peak period for the unit? Will there be adequate staffing and coverage? Will adequate resources be available to train the temporary employee? Are there any current reorganization issues?
Employee Considerations What is the employee’s performance record? (Factor in current performance appraisal and recent disciplinary action) Does this employee have a specific expertise that would be difficult to replace? What is the length of service? Did employee follow the procedures when requesting the absence?	Financial Considerations Is funding available for additional temporary coverage?

Policies:

Classified Staff:
Policy #209.0 on Excused Unpaid Absence

Appointed Personnel:
Policy #8.04.01 on Leaves of Absence - General