Generally, someone can request to go on leave (paid and unpaid) for up to 3 months. If the leave extends beyond that, we will need approval at higher levels of CIRES and RIO to request an exception to the 3-month limitation.

From the perspective of RIO and CU HR, it is possible to take this leave, assuming the supervisor and unit are supportive and that the workload can be rearranged sustainably in your absence.  Once the employee has support from the unit, CIRES HR would need to ensure support from the CIRES Director and then the Dean of Institutes.  There isn’t a formal form for this kind of request, so if all is approved in your unit, we’ll have to draw up some kind of an agreement for this leave.

Here are some things CU HR asked that employees and CIRES keep in mind:

• If this leave is precedent-setting in the unit or lab, and assuming it’s approved, the unit would need to ensure they’d allow a similar option for other employees who raise it.
• The employee should know that this is not protected leave, such as Family Medical Leave.
• CU HR recommends that CIRES HR draw up some kind of formal agreement after the employee has had a conversation within the unit and has full support.
• If approved, the employee would be able to use their vacation leave accruals, but it would be important to realize that some of the leave may be unpaid. If the employee has benefits through CU, the employee should contact Employees Services to ensure they pay a portion of their premium while away, as they cannot deduct that when they aren’t receiving a paycheck.