Leaves
PNW offers extensive leave benefits to its benefits-eligible employees, including vacation, sick time, paid parental leave and more.
Leave By Type
Time Off
Benefit-eligible employees have access to a variety of leaves, both paid and unpaid. Your employee classification determines the amount of leave available to you.
- Paid time off, sick leave and vacation accrual specific to:
- Paid time off available to all classifications:
- Unpaid Personal Leave available to all classifications:
Family and Medical Leave Act (FMLA)
Job protected leaves due to medical needs
Employees may be eligible for job protected leaves under the Family and Medical Leave Act (FMLA). Leaves may be taken intermittently, on a reduced schedule or continuously with a medical provider certifying the need for leave.
If eligibility requirements are met, 12 weeks of unpaid leave may be available for the following reasons:
- The employee’s own serious health condition
- Birth of a child
- Adoption of a child or placement of a child for foster care
- Bonding with the child during the first 12 months following birth or placement
- Serious health condition of a parent, spouse, or child
Review Additional Family and Medical Leave Information
Americans With Disabilities Act (ADA)
Job protected leaves as an accommodation
PNW Human Resources provides reasonable accommodations to qualified employees with disabilities who need time away from work when other job-protected leaves, such as FMLA, are not available due to ineligibility. This time away can be intermittent, on a reduced schedule or continuous.
The Office of Civil Rights provides other types of reasonable accommodations to qualified employees with disabilities.
Employee Leave Accommodations
If you are an employee with a disability and would like to request leave as an accommodation under the Americans with Disabilities Act (ADA) or the ADA Amendments Act (ADAAA), please complete the request form below. If you are unable to complete this form on your own, someone else may complete the form on your behalf.
You may also contact Colleen Robison, Director of Benefits and Employee Wellness at (219) 989-2143 or cmrobiso@pnw.edu.
- Once you initiate the interactive process, you will be invited to meet with your campus ADA Administrator. During this meeting:
- The interactive process is explained
- You will complete the Reasonable Accommodation Request Form (if this has not already been done)
- You will complete the Authorization for Use, Disclosure or Release of Protected Health Information and Medical Records for Evaluation Under the Americans with Disabilities Act Form
- The ADA Administrator will then:
- Send your Authorization Form, Position Description and a Health Care Provider Evaluation Form to your health care provider.
- Review the completed Health Care Provider Evaluation Form to determine whether you have a qualifying disability under the ADA.
- Determination and Next Steps
- If the information provided does not indicate a qualifying disability, the ADA Administrator will send you a letter explaining the decision, and no further action will be taken.
- If you are determined to have a qualifying disability, the ADA Administrator will meet with you and your supervisor to discuss possible reasonable leave accommodations.
- Once reasonable accommodations are determined, the ADA Administrator will confirm in writing to both you and your supervisor and the accommodations will be implemented.
Pregnant Workers Fairness Act (PWFA)
Job protected leaves due to pregnancy
The Pregnant Workers Fairness Act (PWFA) requires employers to provide reasonable accommodations for employees with known limitations related to pregnancy, childbirth or related medical conditions, unless doing so would cause an undue hardship for the University.
This law works in addition to other federal, state or local laws that may offer greater protections for employees affected by pregnancy or related conditions.
At PNW, Human Resources manages PWFA leaves and the Office of Civil Rights manages PWFA accommodations.
Explore Information and Resources About the PWFA
Workers’ Compensation Leaves
If you are injured at work, you may need time away from your job. Workers’ Compensation allows for time away on an intermittent, reduced schedule or a continuous leave basis.
In some cases, workers’ compensation leave may overlap with FMLA or ADA job protection.
Your leave case manager will review your situation and help you understand all of your available leave options.
If you haven’t reported your injury yet, it’s important to do so right away.
Workers’ Compensation Helpful Links