Faculty Manual - COST Home Page - Texas Southern University

A leave of absence without pay implies intent from the faculty member to return to work and
implies intent for the University to return the faculty member to work. The employing
department is required to reinstate a faculty member to the former position or to one of similar
requirements and compensation upon expiration of a leave of absence without pay.
The President may extend upon the recommendation of the faculty department chair, dean,
Provost and upon the approval a leave of absence.
Failure to return to work upon expiration of a leave of absence shall result in the faculty
member’s termination.
A faculty member may be granted a leave of absence without pay if the best interest of the
University would be served. Such a leave may be granted provide it: (1) Does not extend beyond
the year of the fiscal year, and (2) is approved by the President.
Leaves without pay, which extend beyond thirty days must be in the best interest of the
University, such as research, advanced training, etc., leading to increased job ability. Applicants
for such leaves must have been in the continuous employment of the University for at least two
years. However, the University may grant leave without pay when the absence is due to illness,
which extends beyond available sick leave with pay.
There may be circumstances under which a leave of absence for purely personal reasons may be
justified. Such a request for leave should be made to the President in writing. If such a leave is
granted, the employee must arrange with the Human Resources Department for a continuation of
premiums in connection with group insurance and hospitalization.
All leaves of absence must be properly reported. Failure to report leaves of absence is a
violation of University policy and state law. A faculty member who fails to properly report
leaves of absence may be subject to disciplinary or adverse action.
5.15 Faculty Absence From Regular Duties
A. Conditions from Absence From Usual Duties
1) Authorized Travel. The University may authorize a faculty member to travel
in order to maintain his standing in the community of his professional peers
(i.e. regional and national meetings). Depending upon the availability of
funds, the faculty member will be reimbursed.
2) When appropriate, provisions are made to carry on the duties for the absent
person without additional expense to the University.
3) In case of military leave not to exceed fifteen (15) working days each year.
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