Paid Time Off
- Absence Under Emergency Conditions
- Bereavement Leave
- Holiday
- Jury Duty Leave
- Leave of Absence Family and Medical Leave Act (FMLA)/General
- Military Service
- Paid Leave (Chicago Paid Leave and Paid Sick and Safe Leave Ordinance)
- Paid Parental Leave
- Personal/Family Friendly Days
- Sick Days
- Vacation
_____________________________________________________________________________________________________________
Leaves of Absence Family and Medical Leave Act (FMLA)/General
A leave of absence may be granted to maintain continuity of service when extenuating circumstances require an employee's absence from work. A Staff employee with six (6) or more months of service is eligible for a general leave of absence in up to three (3)-month increments. The maximum amount of leave is equal to an employee's length of employment or two (2) years, whichever is less.
The Family and Medical Leave Act (FMLA) allows employees who have worked 12 months (not necessarily consecutive) with LUC and at least 1,250 hours in the 12 months preceding the leave to take up to 12 weeks of leave for medical and family reasons.
- For further information, consult Human Resources, your Supervisor or the
General Leave of Absence and Family/Medical Leave Act Policy. - For benefit continuation information, please email benefits@luc.edu.
Bereavement Leave
LUC values the dignity and sanctity of human life. To that end, after employment for 30 calendar days, regular full- and part-time employees (hired for at least 20 hours per week) are eligible for bereavement leave. An employee may take up to three (3) consecutive workdays off with pay, to make funeral arrangements and attend services in the event of the death of their spouse, legally domiciled adult, parent, parent-in-law, grandparent, grandchild(ren), child(ren), sibling, or other blood relative living in the household. One (1) day off with pay is granted in case of the death of any other relative.
In addition, effective January 1, 2023, Illinois enacted the Family Bereavement Leave Act. In accordance and consistent with the Illinois Family Bereavement Leave Act (FBLA), 820 ILCS 154/1 et seq., employees who are eligible for leave under the
Family and Medical Leave Act (FMLA) are also eligible under the FBLA to take up to a maximum of two (2) weeks (10 working days) of unpaid bereavement leave to:
(a) attend the funeral or alternative to a funeral of a covered family member;
(b) make arrangements necessitated by the death of the covered family member;
(c) grieve the death of the covered family member;
(d) be absent from work to:
(i) a miscarriage,
(ii) an assisted reproduction, technology procedure
(as defined in the FBLA),
(iii) a failed adoption match or an adoption that is not finalized
because it is contested by another party,
(iv) a failed surrogacy agreement,
(v) a diagnosis that negatively impacts pregnancy or fertility, or
(vi) a stillbirth.
In alignment with FBLA, the term "Child" means an employee's offspring who is a biological, adopted, or foster child(ren), a non-biological child(ren), a legal ward, or a child(ren) of a person standing in loco parentis.
The term “covered family member” includes an employee’s child(ren) (offspring who are biological, adopted, or foster child(ren), or a legal ward), non-biological child(ren), spouse, domestic partner, sibling, parent, parent-in-law, grandchild(ren), grandparent, or non-biological parent.
The FBLA does not create a right to take unpaid leave exceeding or in addition to the leave time permitted by the FMLA. The bereavement leave must be completed within 60 days after the date on which the employee receives notice of the death of the covered family member or the occurrence of the pregnancy-related or adoption-related event. In the event of the death of more than one (1) covered family member in a 12-month period, an employee is entitled to up to six (6) total weeks of bereavement leave during the 12-month period. The Illinois bereavement leave requirement does not allow an employee to take unpaid leave that exceeds the unpaid leave time allowed under, or in addition to the unpaid leave time permitted by the federal Family and Medical Leave Act.
Revised: 2/21/24, 2/29/24
Jury Duty Leave
LUC emphasizes an employee's civic duty and responsibility to serve on a jury. After employment for 30 calendar days, regular full- and part-time employees (hired for at least 20 hours per week) are eligible for Jury Duty Leave. Regular Non-Exempt employees summoned for jury duty will receive straight time pay; Exempt status employees receive their normal pay. After jury service is completed, the jury paycheck stub should be brought to the Supervisor to verify the days served. Jury service pay may be retained by the employee.
Military Service
Regular, full-time employees may be granted military leave, without pay, for up to five (5) years to perform military service and training in the Armed Forces of the United States. This includes summer camps and reserve duty. Returning employees will be reinstated (if physically and mentally able) in their former position (or in one of similar duties, status and pay) if application is made within applicable guidelines.
Absence Under Emergency Conditions
If an emergency condition (e.g., severe weather) is declared but Loyola remains open, any employee unable to report for work may be paid for this absence by using accumulated holiday, vacation, or personal time; otherwise, the absence is excused but unpaid.
- If LUC or a section of the University closes due to an emergency condition (e.g., severe weather), the first (1st) day (or less) of absence will be paid. After the first (1st) day, an employee may use accumulated holiday, vacation, or personal time for pay.
Revised: 8/26/19, 11/26/19, 10/5/20, 10/7/20, 12/27/22, 3/14/23, 4/11/23, 4/18/23, 2/29/24
- Absence Under Emergency Conditions
- Bereavement Leave
- Holiday
- Jury Duty Leave
- Leave of Absence Family and Medical Leave Act (FMLA)/General
- Military Service
- Paid Leave (Chicago Paid Leave and Paid Sick and Safe Leave Ordinance)
- Paid Parental Leave
- Personal/Family Friendly Days
- Sick Days
- Vacation
_____________________________________________________________________________________________________________
Leaves of Absence Family and Medical Leave Act (FMLA)/General
A leave of absence may be granted to maintain continuity of service when extenuating circumstances require an employee's absence from work. A Staff employee with six (6) or more months of service is eligible for a general leave of absence in up to three (3)-month increments. The maximum amount of leave is equal to an employee's length of employment or two (2) years, whichever is less.
The Family and Medical Leave Act (FMLA) allows employees who have worked 12 months (not necessarily consecutive) with LUC and at least 1,250 hours in the 12 months preceding the leave to take up to 12 weeks of leave for medical and family reasons.
- For further information, consult Human Resources, your Supervisor or the
General Leave of Absence and Family/Medical Leave Act Policy. - For benefit continuation information, please email benefits@luc.edu.
Bereavement Leave
LUC values the dignity and sanctity of human life. To that end, after employment for 30 calendar days, regular full- and part-time employees (hired for at least 20 hours per week) are eligible for bereavement leave. An employee may take up to three (3) consecutive workdays off with pay, to make funeral arrangements and attend services in the event of the death of their spouse, legally domiciled adult, parent, parent-in-law, grandparent, grandchild(ren), child(ren), sibling, or other blood relative living in the household. One (1) day off with pay is granted in case of the death of any other relative.
In addition, effective January 1, 2023, Illinois enacted the Family Bereavement Leave Act. In accordance and consistent with the Illinois Family Bereavement Leave Act (FBLA), 820 ILCS 154/1 et seq., employees who are eligible for leave under the
Family and Medical Leave Act (FMLA) are also eligible under the FBLA to take up to a maximum of two (2) weeks (10 working days) of unpaid bereavement leave to:
(a) attend the funeral or alternative to a funeral of a covered family member;
(b) make arrangements necessitated by the death of the covered family member;
(c) grieve the death of the covered family member;
(d) be absent from work to:
(i) a miscarriage,
(ii) an assisted reproduction, technology procedure
(as defined in the FBLA),
(iii) a failed adoption match or an adoption that is not finalized
because it is contested by another party,
(iv) a failed surrogacy agreement,
(v) a diagnosis that negatively impacts pregnancy or fertility, or
(vi) a stillbirth.
In alignment with FBLA, the term "Child" means an employee's offspring who is a biological, adopted, or foster child(ren), a non-biological child(ren), a legal ward, or a child(ren) of a person standing in loco parentis.
The term “covered family member” includes an employee’s child(ren) (offspring who are biological, adopted, or foster child(ren), or a legal ward), non-biological child(ren), spouse, domestic partner, sibling, parent, parent-in-law, grandchild(ren), grandparent, or non-biological parent.
The FBLA does not create a right to take unpaid leave exceeding or in addition to the leave time permitted by the FMLA. The bereavement leave must be completed within 60 days after the date on which the employee receives notice of the death of the covered family member or the occurrence of the pregnancy-related or adoption-related event. In the event of the death of more than one (1) covered family member in a 12-month period, an employee is entitled to up to six (6) total weeks of bereavement leave during the 12-month period. The Illinois bereavement leave requirement does not allow an employee to take unpaid leave that exceeds the unpaid leave time allowed under, or in addition to the unpaid leave time permitted by the federal Family and Medical Leave Act.
Revised: 2/21/24, 2/29/24
Jury Duty Leave
LUC emphasizes an employee's civic duty and responsibility to serve on a jury. After employment for 30 calendar days, regular full- and part-time employees (hired for at least 20 hours per week) are eligible for Jury Duty Leave. Regular Non-Exempt employees summoned for jury duty will receive straight time pay; Exempt status employees receive their normal pay. After jury service is completed, the jury paycheck stub should be brought to the Supervisor to verify the days served. Jury service pay may be retained by the employee.
Military Service
Regular, full-time employees may be granted military leave, without pay, for up to five (5) years to perform military service and training in the Armed Forces of the United States. This includes summer camps and reserve duty. Returning employees will be reinstated (if physically and mentally able) in their former position (or in one of similar duties, status and pay) if application is made within applicable guidelines.
Absence Under Emergency Conditions
If an emergency condition (e.g., severe weather) is declared but Loyola remains open, any employee unable to report for work may be paid for this absence by using accumulated holiday, vacation, or personal time; otherwise, the absence is excused but unpaid.
- If LUC or a section of the University closes due to an emergency condition (e.g., severe weather), the first (1st) day (or less) of absence will be paid. After the first (1st) day, an employee may use accumulated holiday, vacation, or personal time for pay.
Revised: 8/26/19, 11/26/19, 10/5/20, 10/7/20, 12/27/22, 3/14/23, 4/11/23, 4/18/23, 2/29/24