Place employee on unpaid medical leave.

• Used to place an employee on an authorized unpaid medical leave of absence.  Questions concerning eligibility and /or benefits should be directed to the campus Human Resources Officer or the Chancellor's Office of Human Resources.

• LOA/MED should not be used for FMLA (paid LOA/FML or unpaid PLA/FML) or a parental leave (LOA/PAR).

• Unless reappointed, leave for eligible temporary appointees terminates upon expiration of the temporary appointment.

• The maximum length of leave varies based upon the type of leave chosen under this transaction code. Refer to respective bargaining agreement or coded memo for detailed information on the Systemwide HR web site.

• The effective date is the close of business on the calendar day (or part of day) preceding the effective date of the leave of absence.

• The job code cannot be changed while on a LWOP unless:

-prompted by reorganization changes where the job code is no longer appropriate, or

-the employee was officially notified of actions in progress (e.g. promotion, demotion) prior to the effective date of the LWOP or

-per a side letter of agreement that requires the employee to vacate a classification.

• If a change is required per any of the above, process a RFL/LOA to return the employee from leave, then process a POS/UPD to change the position, followed by a LOA/MED (BOB) with the same effective date as the POS/UPD.

• An employee must be reinstated before being placed on any other type of leave.

• If an employee separates while on a unpaid medical leave, process the appropriate separation transaction. A reinstatement is not required unless the separation is a retirement, then the employee must be reinstated before the separation. However, if the employee is entitled to lump sum vacation or extra hours and was on a unpaid leave before the effective date of a General Salary Increase, the employee must be reinstated. Process an RFL/LOA (COB) effective the same date as the separation date and in Employment History Remarks enter ’L/S INCREASE ONLY’, followed by the appropriate separation action.

• If processing a leave of absence effective mid-month for a faculty employee (AY), 8/12, 10/12, or 11/12 employee:

-Before Master Payroll cut-off, enter the number of days to be paid in Item 606, include the total amount due in Settlement Pay (Item 810) and complete (’X’) Immediate Pay (Item 615).

-After Master Payroll cut-off, enter the number of days in Time To Be Paid (Item 606) and the total amount due in Settlement Pay (Item 810). Submit the PPT with the Form 674 to CSU Audits to request a transfer of funds from regular pay to Settlement Pay.

-If the transaction is to be voided and re-entered, and Settlement Pay (Item 810) was completed, refer to Item 810 before keying.

-Furlough Instructions Effective 7/31/2009 Through Current

-When coding an Item 606 refer to Personnel Letter 09-021.