Places eligible permanent, probationary and nonrepresented employees on a formal partial leave for personal reasons. The employee will be paid a pro rated salary calculated at the reduced FTE.
Provides reinstatement rights to the employee's former FTE.
Employees may be placed on a partial LWOP only during periods when the employee would otherwise be scheduled to work. If the employee is not scheduled to work (e.g. 10-month position or 10-month employee occupying a fiscal year position), the employee must be placed on a short work break SWB/OPS for the non-work period.
Benefit eligible employees whose partial LWOP decreases their FTE below half time will impact continued benefit eligibility. Benefits cancelled via 674 must be reinstated via 674. A new HDB enrollment form must be completed if benefits were cancelled via HBD.
Time to be paid (Items 606/607) is a required entry for academic year employees who move to a partial leave in the middle of an academic pay period. Enter the total number of academic workdays to be paid at each FTE.
An employee must be reinstated before being placed on any other type of leave.
Certain temporary, full time employees may be granted a partial leave. Refer to respective MOU to verify eligibility. Enter authorizing number in Employment History Remarks.
FERP employees who are granted a FTE change for one semester, quarter or year: Process a HIR action with the appropriate reason code with 1.0 entered in FTE followed by a PLA/PLP with the same effective date. Expected Return Date should reflect the last day of the academic calendar or the last date to be paid. Process a TER/END at the appropriate time. It is not necessary to return the employee to full time status prior to the separation action.
To extend the leave or change the FTE again, process another PLA/PLP. Do not process a DTA/LOA.