Types of Leave
Learn about ...
If it is possible to temporarily adjust job duties so that an employee may perform such duties remotely, managers should consider a temporary adjustment on a case-by-case basis. All such reassignments must constitute productive work for UT Southwestern. Managers should consult Employee Relations for guidance on alternative job duties. If alternative job duties are needed because of a medical condition, employees must be referred to the Office of Institutional Equity and Access. Employees who were initially sent home but who now have productive work to perform, either remotely or reassigned to non-patient care duties, should return to work.
Managers can reduce a full-time employee’s appointment to part-time as operational needs warrant. Employees appointed to work at least 50% time (20 hours a week for 4.5 months) remain benefits eligible (pay, accruals, premium sharing, etc., is pro-rated). Managers can reduce work schedules or rotate employees. Employees will only be paid for hours worked and managers will need to consult with Employee Relations.
If all applicable paid leave accruals have been exhausted, an eligible employee may request leave without pay. EMP-266 Leave Without Pay. This option may also be used if there is no productive work for the employee to do now, but you anticipate there will be productive work in the near future. When Leave Without Pay is approved, that generally means the department intends to hold the employee’s position open until the employee returns. With this option, employees remain on UT Southwestern’s payroll and are eligible to continue benefits at the employee’s expense.