Employees may be granted unpaid leave or “leave of absence without pay” (LWOP) for an employee absence. LWOP may be allowed for time that an employee is absent for any of the following reasons:
The terms and conditions under which an employee may take LWOP are specified by the terms of the employee’s employment program or collective bargaining agreement for each bargaining unit. This page provides links to the relevant section of each collective bargaining agreement as well as some general information that is applicable across employment programs and collective bargaining agreements.
Generally, employees returning from an authorized leave of absence are employed in the same position or in another position in the same class, geographical area and organizational unit. Such return to employment, however, must not be in conflict with rules relating to layoff or other terms of the employee’s employment program or collective bargaining agreement.
When an employee submits a written LWOP request, you will need to take the following steps:
You are not required to approve the LWOP request unless the employment program or collective bargaining agreement specifies otherwise. Generally, a request for LWOP is not approved if there are paid leave or compensatory time balances that could be used to cover the absence.
Employees whose LWOP may extend beyond one month should be sure to review information about benefits retention during a leave of absence without pay.
Reminder: Update information in the UW payroll system when an employee is returning from a leave of absence on or before their first day back to work.
All LWOP should not exceed 12 months in duration with the exception for extended military service leave and leave covered by the disability leave allowance.
If the employee’s position is eliminated while the employee is on leave and if there is no other comparable vacancy in the unit, the employee will be separated under the provisions for Layoff-Reduction in Force.