Leaves of Absence

Wright State provides several leave of absence categories that cover specific circumstances. Any leave of absence is subject to the approval of your department head and the assistant vice president for Human Resources. Paid leaves (sick leave, vacation and compensatory time), when applicable, run concurrently with leave under the Family and Medical Leave Act (FMLA), Worker’s Compensation, and Pregnancy Discrimination Act (PDA) leaves.


Disability and Maternity Leaves

If you are a full-time employee and have completed one year of continuous state service, or are a part-time employee who has worked at least 1,500 hours within the preceding 12-month period, and you become unable to work, you may be granted an unpaid disability leave for up to one year. Disability leaves are approved and granted in increments up to six months at a time.

The assistant vice president for Human Resources must receive a written statement from your attending physician, noting that you are disabled and unable to perform your normal duties.  Accumulated sick leave must be exhausted before you can begin an unpaid disability leave. At your option, vacation leave may be used. 

If you are hospitalized or institutionalized because of a medical disability, the assistant vice president for Human Resources may grant a disability leave upon expiration of accumulated sick leave and vacation leave.   

If you are on disability leave, you have the right to return to a position in the same classification, provided you remain in good standing and abide by the rules pertaining to disability leaves. When returning to work, you must provide a statement from the attending physician, psychiatrist, or licensed psychologist verifying that you can resume your usual duties. In addition, you may be required to undergo examination by a university appointed physician (at the university's expense) to determine your fitness for duty. Employees who do not return to work at the expiration of the disability leave are subject to disciplinary action, up to and including termination.

According to federal law, a maternity leave of absence is considered to be a disability leave. As with any disability leave, you must exhaust all accumulated sick leave before disability leave without pay begins.  If you specify, you have the option of using any or all of your accumulated vacation leave before going on an unpaid leave of absence. To be eligible for maternity leave, a physician's written statement is required, specifying the date you must discontinue work and the date you are able to return to work.  An additional physician's statement is required if you are unable to continue working prior to the requested leave or are unable to return at the expected date because of medical complications associated with the pregnancy or birth.


Personal and Educational Leaves

Employees sometimes need extended time off from work for unanticipated personal needs or educational reasons. Written requests for unpaid personal and educational leave, submitted to your supervisor, must state the reasons and dates for which the leave is being requested. Your supervisor's recommendation and the written request are then sent to the assistant vice president for Human Resources for approval or disapproval.

You may be granted personal leave without pay for a period of up to six months. It may not be renewed or extended. Educational leave without pay may be granted for a period of up to six months and may be extended by six-month increments, up to a period of two years. If you use this leave for any purpose other than that for which the leave has been granted, disciplinary action may be imposed. You may not be employed elsewhere while on personal or educational leave.  


Court and Jury Duty

If you are serving on a jury or subpoenaed to appear as a witness for the federal, state, or local government, you will be excused from work with pay during the time required. Employees appearing before a court or other legally constituted body for reasons other than specified above may be granted vacation leave or leave of absence without pay. If you are a second or third shift employee and are called for jury duty, you are considered as having changed shifts during your jury duty assignment and therefore are working overtime hours if you are required to report to work after a day on jury duty.

Any fee received for serving as a juror or a witness during paid working hours is to be remitted to the bursar's office. The receipt provided by the bursar's office must be attached to your time card for that particular pay period. Court or jury duty should be identified as such and shown on any line of your time card other than the line for hours worked.


Military Leave  

Classified employees who are members of the Ohio National Guard, the Ohio Defense Corps, the Naval Militia, or a reserve component of the United States Armed Forces are eligible for a leave of absence with pay for field training or active duty, up to 31 days per year. A copy of your military orders or other legal written proof must be submitted to your manager and the Department of Human Resources to qualify for military leave.  

You may be eligible for more than 3l days leave for field training, active duty, or a declared emergency and will be compensated in compliance with Ohio law. If you are called for active duty, contact the employee benefits office to receive current information about the extension of benefits during the military leave of absence.


Family and Medical Leave Act (FMLA)

Some employees may find it necessary to take a leave of absence from their jobs to address specific family responsibilities or their own serious health conditions. In accordance with the federal Family and Medical Leave Act you are entitled to up to 12 weeks of leave in a 12-month period. Medical disability leaves and maternity leaves that are granted under state law and university policy will run concurrently with FMLA leave.

Family and medical leave will be granted to all eligible employees for the following purposes:

  • The care of your child in the year after birth, adoption, or placement in foster care
  • A serious health condition which makes you unable to perform your essential job duties
  • The care of one of the following family members who has a serious health condition: spouse, child, parent or legal guardian or person who stands in place of a parent, parent-in-law, grandparent, grandchild, brother, brother-in-law, sister, sister-in-law, or registered domestic partner

A packet of information containing Wright State’s FMLA policy, request forms, required documentation, and a copy of Employee Rights Under the Family and Medical Leave Act of 1993 is available in the Department of Human Resources. Visit Wright Way Policy 4203 to view the full policy.


Returning from a Leave of Absence

Upon completion of any leave of absence, you normally return to the position held before the leave. If that position vacancy no longer exists, you return to a similar position in the same classification. If you wish to return from a leave of absence prior to the originally scheduled date of return, you must submit written notification to the Department of Human Resources and the employing department at least 30 days prior to the date of return. If you fail to return from a leave of absence, you may be subject to disciplinary action up to and including termination.