Duke HR - Work Absences

Leaves of Absence

A staff member on an unpaid leave will not accrue Paid Time Off (PTO). However, PTO accrual will resume upon return from an unpaid leave. An eligible staff member, approved for any leave of absence, may elect to:

Use the PTO bank as available on a day-to-day basis until it is depleted, in which case PTO accrual will continue as long as s/he is being paid,
Retain the unused PTO until returns from leave, in which case additional PTO will not accrue.

This decision must be made before any leave begins.

Effects on Benefits

For all leaves other than FMLA, health and dental insurance benefits may be continued under the provisions of the Consolidated Omnibus Budgeted Reconciliation Act (COBRA), which requires payment of the full staff premium plus two percent (2%). COBRA eligibility is effective as of the first of the month following the last day worked. Premiums for Health Insurance, group dental, personal accident and basic life insurance plans are due before the 25th of the month. Arrangements should be made to continue payments for other optional coverage such as life insurance and personal casualty at the time of the unpaid leave.

Duke continues to pay its share of health insurance premiums and retirement plan contributions for the entire 12 weeks of leave for a staff member on Family and Medical Leave (FMLA).

Payments for premiums are due by the 25th of each month, prior to the month of coverage. If your health, dental or vision premiums are not deducted from your paycheck, payments should be sent directly to Benefits Accounting, Box 104132, Durham, NC 27708. Personal checks, money orders, or cashier's checks need to be made payable to "Duke University" and the Duke Unique ID and reason for payment (i.e. FMLA) should be indicated on the Memo line of the check. Failure to make payments may result in the cancellation of benefit coverage and you may not be allowed to reinstate coverage until you have returned to full-time work status.