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The purpose of this Policy is to set establish how leaves of absence by DDS students will be managed.

The administrative absence leave policy ensures fair and consistent application of University leave policies and appropriate use of University resources. This policy applies to full-time and part-time (half-time or more) SHRA employees who have a permanent, probationary or time-limited permanent appointment.

Civil Leave is a form of paid leave at the employee’s normal hourly rate to compensate employees for absences required due to jury duty or to subpoenas for court appearances.

The School of Nursing requires all affiliated students* to undergo a Criminal History Check. The Criminal History Check (CHC) shall be performed: 1) at the initiation of this policy, 2) following admission acceptance but prior to program matriculation, and 3) upon program re-entry subsequent to a leave of absence, program withdrawal or program separation greater than thirty consecutive days.

The purpose of this policy is to outline provisions covering the following human resource areas in case of a communicable disease or other serious public health threat that is declared by the public health officials to be a public health emergency, including: designation of mandatory employees, compensation for mandatory employees, accounting for absences, and emergency furlough provisions.

The Adams School of Dentistry and its students have a shared responsibility to prepare those students both academically and clinically for the practice of dentistry. Successful knowledge and skill-based development requires attendance of all classes, laboratory, and clinical sessions as outlined in the curriculum schedules and course syllabi

Regular clinic, lab, and class attendance is a student obligation. A student is responsible for all labs, clinic/rotations, class sessions, and classwork, including assignments, projects, examinations, and other course requirements, for all scheduled meetings. No right or privilege exists which permits a student to be absent from any given number of labs, clinic/rotation, or class sessions.

Significant and robust scientific data indicate that the risks of in utero birth defects are zero for dental exposures used for patients. It follows that the risk is also zero for radiographic equipment operators. Therefore, there are no contraindications for pregnant students operating x-ray equipment.

The purpose of paid leave is to maintain employee income, not enhance it. If employees work additional hours outside their normal schedule in a workweek in which they also have scheduled or taken time off, the additional time worked “offsets” the time that the employee intended to cover with available leave or paid time off. The following process should be followed in determining the use of paid leave and paid time off for the workweek.

A permanent SHRA employee (including probationary, trainee, or time-limited appointments) regularly scheduled to work 20 hours or more each work week is eligible for vacation leave under the guidelines of this policy.

The School of Nursing SHRA Leave and Attendance policy outlines the provisions in which SHRA permanent employees may take time off from work. It is intended to insure equity across School of Nursing units and minimize risk of financial loss to the School.

This document describes sick leave guidelines for EHRA Non-Faculty and permanent SHRA employee with (including probationary, trainee, or time-limited appointments) regularly scheduled to work at least 20 hours per week. This document discusses eligibility, leave earnings, leave charges, and recordkeeping.

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. The University has enacted a policy to provide a mechanism for employees to access, and the University to administer, the benefits made available through the FMLA (FMLA leave).

Leave Without Pay may be granted to an employee for various reasons, including family and medical leave, extended educational purposes, vacation, illness, workers’ compensation, military service, or personal reasons. At the end of the approved leave, the employee is reinstated to his/her prior position, or one of like seniority, status, and pay.

The Federal government expanded the eligible events under the Family and Medical Leave Act (FMLA) to include two provisions applicable to military families. The following is a brief summary of these provisions. Additional eligibility requirements may apply.