Time Away From Work
Secure Document Submission
Please use the Secure Document Submission Form to provide HR with important documents. Log-in with your Employee ID and password and follow the directions on the form.
The University offers resources for faculty and staff who may need time away from work due to a qualifying event. Members of our faculty and staff employed under a collective bargaining agreement should refer to their respective agreement for details about bargained leave options. Plans for paid time off are offered solely at the discretion of the University to benefits-eligible faculty and staff. Other leaves of absence (e.g., military leaves, jury duty and family and medical leave) are subject to federal and state law.
- Dependent: an immediate family member (child, spouse or parent) or individual for whom the employee is a primary caregiver.
- Eligible Employee: any benefitted employee except those covered by the following collective bargaining agreements: AAUP, University of Delaware Chapter; AFSCME, Local 439; AFSCME Local 3472
Standards and Procedures:
Through Dec. 31, 2022, the University may provide up to 22 workdays of paid COVID Leave for eligible employees or care of a dependent who have tested positive for COVID-19 or have been instructed by a healthcare provider or public health professional to quarantine, isolate or monitor their symptoms. An eligible employee who opts to quarantine or isolate absent such instruction must have one or more of the justifiable reasons: (1) exposure to a diagnostic-test confirmed COVID-19 case; (2) experiencing symptoms of the virus and actively seeking a medical diagnosis; or (3) a dependent who is COVID-19 positive or with exposure to a diagnostic-test confirmed COVID-19 case. Eligible employees may be required to provide written documentation from a health care provider and/or a public health professional of the requirement to be absent from work to their immediate supervisor and/or HR Manager/Liaison. COVID Leave must be taken in full day or half-day increments.
Eligible employees may take up to 15 of their 22 COVID Leave days when: (1) they are notified that their dependent will need to quarantine or isolate due to potential exposure to COVID-19; or (2) there is a complete closure (no in-person or remote learning available) of their dependent’s school/care facility/provider in connection with the monitoring or management of COVID-19. Eligible employees will be required to provide documentation confirming the quarantine/isolation requirement or complete closure of the school/provider/facility to their immediate supervisor and/or HR Manager/Liaison.
If a dependent’s school has transitioned to remote learning in connection with the monitoring or management of COVID-19, employees may take up to 7 of their 22 COVID Leave days to assist with this transition. Eligible employees who request COVID Leave to assist with remote learning must make reasonable efforts to schedule leave so as not to unduly disrupt the operational needs of their unit/department. Eligible employees will be required to provide documentation confirming the remote learning status of their dependent’s school to their immediate supervisor and/or HR Manager/Liaison.
This policy is administered in coordination with the FMLA policy. During periods of FMLA leave due to COVID-19, once COVID leave is exhausted, eligible employees are required to use their accrued eligible sick leave and then accrued vacation time.
Eligible employees should submit COVID leave requests via Time off Requests (TORs) in UD WorkForce using the new COVID leave bank.
All compensated employees of the University are protected by Workers' Compensation Insurance for any occupational injury or illness. (Compensation may include payment or other forms of compensation, for example room and board.) This protection covers prescribed medical treatment and hospitalization, if necessary.
To report an injury or illness submit: First Report of Occupational Injury or Disease Form
Contact Leave Management for more information at email@example.com
Paid Parental Leave
The University of Delaware is offering paid parental leave effective July 1, 2019 as an enhancement to the existing parental leave available to employees.
The policy will offer eight (8) weeks of paid parental leave for benefits-eligible employees upon the birth of their child or adoption of a child six (6) years of age or younger.
Paid leave will be in effect for births and adoptions occurring on or after July 1, 2019.
For Leave of Absence assistance and questions email: firstname.lastname@example.org
- Benefited employees working 30 hours or more per week, except those in positions covered by collective bargaining agreements between the University and the following representatives: AFSCME, Local 439; AFSCME, Local 3472; AAUP, University of Delaware Chapter.
- Employees must have been employed by the university for at least 12 months in a benefits-eligible position.
- Paid parental leave must be taken during the first eight (8) weeks following the birth of a child or placement of a newly adopted child six (6) years of age or younger.
- If both legal parents are eligible employees of the University, they are entitled to a combined eight (8) weeks of paid parental leave.
- A multiple birth or adoption will not increase the length of paid parental leave granted.
- Parental leave (paid and unpaid) runs concurrently with FMLA and short-term disability, if applicable.
The purpose of paid parental leave is to allow recovery/bonding time following the birth of your child or adoption of a child six (6) years of age or younger.
If eligible, you will receive up to a maximum of eight (8) weeks of paid parental leave per birth or adoption of a child. In no case will you receive more than eight weeks of paid parental leave in a rolling 12-month period, regardless of whether more than one birth or adoption event occurs within that twelve-month timeframe.
Yes. Paid parental leave must be taken in one continuous period of leave.
If I have a multiple birth (twins, triplets, etc.), am I eligible for more than eight weeks of paid parental leave?
No. The paid parental leave benefit provides up to eight (8) weeks of paid leave per birth event or adoption event, regardless of multiple births (twins, triplets, etc.) or adopting more than one child.
No. The policy only covers birth or adoption.
Yes, appropriate documentation is required and must be submitted to Human Resources Benefits within 30 days of the event. Documentation requirements: for birth, the birth certificate; for adoption, documentation such as an adoption order. Please review the Family Status Change form if you wish to add your child to benefits.
Yes, if you are eligible for FMLA, the paid parental leave will be taken concurrently with FMLA.
Can I receive short-term disability (STD) benefits and paid parental leave benefits at the same time?
If you are eligible for short-term disability benefits and your claim is approved, you will receive short-term disability payments of 75%. The additional 25% will be charged to your paid parental leave. Paid parental leave and FMLA leave will run concurrently during the STD waiting period. You will use your vacation balance concurrently with FMLA, after the eight weeks (8) of paid parental leave is exhausted. For additional information see UD’s Disability Policy.
No. The University will maintain all benefits for you during the paid parental leave period just as if you were taking any other University paid leave such as vacation leave or sick leave.
If a University holiday(s) occurs while you are on paid parental leave, such holiday(s) will not extend the total paid parental leave entitlement, and you will not receive additional holiday pay for the day.
My spouse and I are both employed at the University. Do we both get eight weeks of paid parental leave?
No. If both parents are employed by the University, you are entitled to eight (8) weeks of combined paid parental leave.
No. Adoption of your spouse’s children does not meet the eligibility criteria for this benefit.
This policy may not be applicable to you if you are covered under a union contract. If you are covered under a union contract, you should refer to your respective contract.
Family Medical Leave Act (FMLA)
FMLA helps employees balance the demands of work with the needs of their families. The University provides reasonable unpaid job-protected leave for certain family and medical reasons such as, but not limited to, an employee's serious health condition.
- FMLA Quick Reference Guide
- FMLA Flow Chart
- FMLA: Frequently Asked Questions for Faculty
- Pension Participant Short Term Disability Checklist
- Overview online course
- US Department of Labor FMLA
HR Manager/Partner Toolkit
For Leave of Absence assistance and questions email: email@example.com
To begin the application process for FMLA leave, employees should contact the HR Partner for their respective department.