Leaders serving in elected or appointed roles who are placed on leave under the Family and Medical Leave Act (FMLA) or an equivalent institutional or employer-based leave policy will be supported in prioritizing their health, family, and well-being. The Association affirms that no leader will be disadvantaged in their service as a result of participating in protected leave.

During an approved leave period:

  • Leaders will not be required to attend meetings, conferences, or fulfill role-related responsibilities
  • Leaders will not be expected to complete deliverables or maintain regular communication
  • Participation is voluntary and at the sole discretion of the individual
  • No formal or informal expectation of engagement will be communicated

Upon return from leave:

  • Leaders will be reinstated to their role when feasible within the structure of the term
  • Reasonable flexibility will be provided to support reintegration
  • If the duration of leave significantly impacts the ability to fulfill the responsibilities of the role, the Association will engage in a collaborative process with the individual to determine an appropriate path forward, including but not limited to role modification, term extension, or transition

At no time will a leader’s standing, eligibility, or future involvement within the Association be negatively impacted due to participation in protected leave.

 

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