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.