Our policy is below for your reference. Also handled through HR- not employee health.

Maribeth Jenkins, MSN, RN, LMT, CWC

Employee Wellness Manager

Hendrick Medical Center

1900 Pine Street

Abilene, TX 79601

Phone: (325) 670-3010

Fax: (325) 670-3051

mjenkins@hendrickhealth.org

www.ehendrick.org

XV. Personal Leave of Absence (LOA)

Purpose: Hendrick may provide time away from work for a personal leave of absence.

A. A personal leave of absence does not cover military service commitments. Refer to the

Military Leave section of this policy.

B. Personal leave will not be granted for Family and Medical Leave purposes as long as

the employee is eligible and has FMLA leave time remaining. Refer to the Family Medical

Leave section of this policy.

C. A request for personal leave should be submitted in writing to the appropriate manager at

least thirty (30) days prior to the effective date of the leave to the extent advance notice is

practical.

D. Full-time employees who have completed ninety (90) days of service are eligible for a

personal leave.

E. A personal leave of absence is defined as an approved absence from work for a specified

length of time. A personal leave of absence may be approved in 30 day increments, not to

exceed three (3) months.

F. Employees requesting a personal leave of absence must take any applicable accrued benefit

days (Paid Time Off or Extended Illness Bank).

G. An employee who fails to return to work after applicable approved benefit days have

been exhausted and a personal leave has not been approved will be considered to have

voluntarily resigned his/her employment.

H. An employee who wishes to retain health insurance coverage may continue the

coverage during personal leave by paying the applicable premium. If the premium is not

paid, coverage will cease in accordance with the terms of the plan document.

I. An employee on personal leave may not work for any other employer during the period of

the leave. An employee violating this rule will be deemed to have resigned.

J. Employees who are granted personal leave under this policy will not be

guaranteed reinstatement upon return. If their previous position or another appropriate

position is not available when the employee is able to return to work, the employee will be

given a period of thirty (30) calendar days to secure another position with the Hendrick

system. If the employee is unable to secure a position, employment will be terminated and

the employee will be considered to have resigned in good standing.

K. An employee on personal leave is required to communicate periodically, at least once per

month, with the appropriate manager. An employee who intends to return to work

following personal leave should notify the appropriate manager at least two (2) weeks in

advance of return date.

L. An employee will be deemed to have resigned if he or she fails to return to work

as scheduled when a personal leave has expired.

M. An employee may be required to provide a fitness for duty statement from his/her health

care provider or to take a physical examination upon return to work to verify he or she is

able to resume duties required by their position.

N. An employee who intentionally misrepresents or omits facts, or otherwise fraudulently

requests or obtains leave, will be subject to discipline up to and including discharge.

From: MCOH-EH [mailto:mcoh-eh-bounces@mylist.net] On Behalf Of Sampson, Deborah
Sent: Tuesday, May 10, 2016 1:32 PM
To: MCOH/EH
Subject: Re: [MCOH-EH] Discretionary LOAs and Sabbaticals

Our HR department would handle this kind of request in conjunction with the employee’s department director. This is not something we would be involved with  in EHS.

Deb Sampson

From: MCOH-EH [mailto:mcoh-eh-bounces@mylist.net] On Behalf Of Angeli Mancuso
Sent: Tuesday, May 10, 2016 1:28 PM
To: MCOH/EH
Subject: [MCOH-EH] Discretionary LOAs and Sabbaticals

Does anyone have a Discretionary LOA policy and/or Sabbatical policy for their hospital employees? We have requests for time off for lengths of time longer than usual PTO—longer than 2-3 weeks—for reasons not covered by any federal or state LOA law (like medical).

How do you all handle this? If you have a policy, would you mind sharing?

Recent requests have been:

1) 1 month to travel to the Maldives with family

2) 9 months for an assignment with Doctors without Borders

3) 6 weeks to complete a Women’s Empowerment Certification

4) 4 months to focus on writing a Masters’ thesis

Be well,

Angeli

Angeli Mancuso, RN, COHN-S/CM

Employee Health & Safety Manager

Ph: 805.569.7866/Internal Ext. 57866

Fax: 805.569.8271

a1mancus@sbch.org

www.cottagehealthsystem.org

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