In order to schedule a Leave of Absence, you will need to inform your Program Director and Program Coordinator. Your department will inform you how much time can be forgiven and how much time has to be made up for your training. Please contact the Benefits Coordinator at OGME to schedule a meeting to review your LOA paperwork.
Your LOA may consist of leave without pay or paid leave such as accrued sick leave and accrued or advanced vacation leave. Please contact the Benefits Coordinator to discuss if you would like to apply for Long Term Disability while on your leave. UCSD house officers are covered under a Long Term Disability policy through the Standard Insurance Company that will pay 60% of your pre-disability earnings at a maximum of $3,000/month after a 30 day waiting period. For more information, please view the House Officer Policy and Procedure Document (HOPPD) (pages 9-12).
If you are on a Leave of Absence (LOA) approved by your department chair and the UCSD Medical Center, and your leave is protected under the Family Medical Leave Act (FMLA), you may continue your medical, dental, and vision benefits during such leave of absence. While you are on FMLA leave, the Medical Center will continue to pay its regular share of the insurance premium (for individual or dependent coverage), up to a maximum of 12 workweeks within a 12-month period.
To be eligible for FMLA, you need to have worked at UCSD for at least 12 cumulative months, and worked at least 1,250 hours during the 12 months immediately before the date you wish to begin a Family Medical Leave. If you meet these requirements, you may take Family and Medical Leave for any of the following reasons: Your own serious health condition; To care for a family member (spouse, domestic partner, child/step child or parent) who has a serious health condition; Pregnancy, childbirth, or related medical conditions and prenatal care; To bond with your new born, adopted child or foster child, or to take care of responsibilities related to the birth, adoption or placement of your new child; Union Business; Work-Incurred Injury/Illness; Professional Development; To address "qualifying exigencies" such as legal, financial or other matters that result from the active duty (or the call to active duty) of your spouse, domestic partner, son, daughter or parent who is a covered military member; To care for a family member (spouse, domestic partner, son, daughter, parent or next of kin) who is a covered service member with a serious injury or illness incurred or aggravated in the line of active duty (FML taken as Military Caregiver Leave).