Additional Leave Benefits
The university provides additional leave benefits to eligible employees. Review the drop-down menu's below to understand the additional leaves that may be available to you.
The university will grant leave of absence with pay to eligible employees who are called to serve on a Jury.
Benefit-eligible employees working at least 20 hours per week are eligible to receive Jury Duty pay. There is no waiting period for new employees. Temporary employees are not eligible for Jury Duty pay.
Employees will claim the Jury Duty earnings code 440 on their time sheet when they are absent from work while serving on a Jury.
Employees are responsible for:
- Informing their supervisor of the leave
- Coding the correct earnings code on their time sheet
- Submitting any pay received from the court system to UA HR to help offset the cost of the benefit
There are two types of Military leave in accordance with R04.06.146. Military Leave.
- The university will grant leave of absence with pay to eligible employees up to 16 1/2 days per year
- The university will grant a leave of absence without pay to employees who are called to serve in the uniformed services of the United States
Eligibility
Benefit-eligible employees who are members of the reserve or auxiliary component component of the United States Armed Forces. These employees are entitled to leave
with pay of up to 16 and 1/2 days per year. If requested, employees may need to provide
a copy of their orders to establish their eligibility for paid military leave. Temporary
employees are not eligible for this leave.
Recording and viewing your time
Employees will claim the Military Leave earnings code 450 on their time sheet when
they are absent from work while serving.
You can view your Military Leave usage in by navigating to the Employee Dashboard → Earnings → Earnings By Date Range. If you have used military leave within the specified timeframe, the total hours used will display.
Eligibility
A military leave of absence without pay is provided to benefit-eligible employees who are called to service in the uniformed services of the United States. This is protected leave under USERRA.
Requesting leave
The employee must give advance written or verbal notice to their supervisor. If the leave is for more than 31 days, the returning employee must provide, if requested, documentation that establishes the length and character of the service.
Health care while on leave
- If an employee is absent for 30 days or less, health care will continue as currently enrolled. Arrears on health care will be repaid upon return to work.
- If an employee is absent for 31+ days, they have a right to elect to continue existing UA Choice medical, dental, and/or vision plans for both the employee and any covered dependents for up to 24 months under USERRA or for 18 months under COBRA.
Retirement while on leave
- In accordance with USERRA, a military absence will not be counted as a break in service for retirement purposes. Employees will remain enrolled in their retirement plans and, while contributions while on military leave will stop, vesting will continue uninterrupted while on military leave.
Returning from leave
When returning from Military leave, the employee has the right to be reemployed in their civilian job pending they left that job to complete service, and
- they ensured that UA received advance written or verbal notice of the service;
- they have five years or less of cumulative service while employed with UA;
- they return to work or apply for reemployment in a timely manner after conclusion of service;
- they have not separated from their military service with a disqualifying discharge or under anything other than than honorable conditions.
If eligible to be reemployed, the employee must be restored to the job and benefits that would have been attained if they had not be absent due to military service. In some cases, a comparable job may be appropriate.
Benefit-employees who wish to take an unpaid leave of absence in excess of 10 working days.
Employees will submit the request to their supervisor in writing. The request will then be routed to the Chancellors office for approval. Leave may be granted for one year, with the possibility to renew for a second year. A Leave of Absence will be assessed on an individual, case-by-case basis.
Leave Without Pay (LWOP) is available to all employees.
This is approved by the employee's supervisor.
If LWOP exceeds 10 days (one pay period) in a calendar year please reach out to ua-benefits@alaska.edu.
LWOP in excess of 10 days (one pay period) could mean:
- FMLA, Workers' Compensation, or a Leave of Absence might be needed
- There may be an impact to your benefits and retirement
If you have health care coverage through the university and are experiencing LWOP and have not done so already, please contact ua-benefits@alaska.edu as soon as you are able.​ Your LWOP may be a COBRA event.
If you are on FML and experience LWOP you may qualify for the Leave Share Program. For more information, please review our Leave Share webpage.
If you do not qualify for the leave share program, you may be allowed to continue
your health care coverage though a self-pay method.
Please reach out to ua-benefits@alaska.edu for more information.
Your retirement contributions will stop while you are on LWOP.
If you are a member of the PERS or TRS Defined Benefit (DB) retirement plans, please contact the Division of Retirement and Benefits at 1-800-821-2251 to discuss your LWOP. Typically, any LWOP in excess of 10 days will reduce your service credit in these programs.
Your supplemental benefits are voluntarily and include:
- Accidental Death and Dismemberment
- Supplemental Life Insurance
- Basic Life Insurance (university paid)
- Long-term Disability (university paid)
These will stop while you are on LWOP.
You may have the opportunity to self-pay for these benefits. If you are going to be absent for an extended period of time (Leave of Absence or FML) please reach out to ua-benefits@alaska.edu to discuss your situation.