Extended Leaves

The first 10 working days of an extended absence are charged to an employee’s SLR and/or CTO (or holiday pay, if applicable) or will be unpaid if the employee has no accrued time available. Days 11 through six calendar months are, in most cases, paid through the Short-Term Disability Plan as long as necessary paperwork including appropriate medical documentation is completed and approved.

Benefit-eligible employees will be covered by the University’s group Long Term Disability (LTD) plan after one year of employment and the LTD annuity contribution after two years of employment. The one year waiting period can be waived for employees who had group coverage for the 12 consecutive months prior to employment at W&L. (Employees need to let HR know upon employment if this is the case). The University pays the entire premium for this benefit.

Washington and Lee University is committed to providing reasonable accommodations to qualified employees with physical or mental disabilities, in accordance with Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act. The University intends that these procedures will facilitate an interactive process of dialogue and timely exchange of information between the employee and the Executive Director of Human Resources (or designee).

Washington and Lee University offers family and medical leave in accordance with the Family and Medical Leave Act of 1993 (FMLA), representing the minimum leave to which each eligible employee is entitled for qualifying circumstances.

Washington and Lee University recognizes that strong family connections promote the well-being of parents, children, and the broader campus community, and is committed to offering supportive parental leave for all eligible employees.

The University pays the entire cost of workers’ compensation insurance covering all employees who sustain work-related accidents or illnesses. Workers’ compensation insurance pays for authorized medical bills and a portion of an employee’s salary (up to 66.67% up to a maximum salary cap) when the employee is absent due to a compensable work-related injury or illness.