If the faculty member's health problem continues to make him/her unable to carry out the responsibilities for which he/she is appointed at the expiration of the six-month short-term disability leave, the faculty member must  apply for long-term disability or be placed on unpaid leave for a period of up to six months.  If, at the conclusion of the unpaid leave, the faculty member continues to be unable to carry out his/her responsibilities and the faculty member has not applied for or has not been approved for long-term disability, the University disciplinary and/or dismissal procedures for tenure system faculty members may be implemented.

1. Prior to making a formal recommendation to place a faculty member on long-term disability, the unit administrator will discuss the matter with the faculty member and the University Physician. In accordance with the Health Assessment statement in the Faculty Handbook, the unit administrator may require a comprehensive medical assessment of the faculty member to determine if  health might be a primary cause of the faculty member's failure to carry out his/her assigned responsibilities. This assessment may be by the University Physician or a physician selected by the faculty member and acceptable to the University Physician. Based on the assessment, the University Physician will advise the unit administrator regarding his/her recommendation to place the faculty member on long-term disability.
2. If the unit administrator requires a medical assessment of the individual faculty member, the faculty member must be informed in writing of the reasons for requiring the assessment and the consequences for failure to cooperate with the assessment, including the possibility of disciplinary action.  The faculty member must also be informed in writing that he/she may grieve the unit administrator's decision to require a medical assessment under the Faculty Grievance Policy.
3. When a unit administrator considers recommending that a faculty member be placed on long-term disability, he/she shall seek advice regarding the faculty member's performance of responsibilities from the relevant faculty advisory group or by faculty members professionally knowledgeable about the responsibilities of the faculty member's academic position in each of the academic units to which the faculty member is assigned.
4. When reviewing a unit administrator's  recommendation to place a faculty member on long-term disability, the University Physician will normally arrange for a physician to provide medical advice in the relevant specialty.  After consultation with the appropriate unit administrator(s), the University Physician will provide this health care provider with information about the terms and conditions of the faculty member's appointment, the nature of the work required of the faculty member, and the concerns raised by the unit administrator.  The faculty member may also choose to have his/her personal physician contact the University Physician regarding the unit administrator's recommendation.  The University Physician will review the advice of the physician(s) and advise the appropriate University administrators regarding the advice he/she has received from the other physicians and inform the unit administrator if he/she concurs that the health of the faculty member justifies placing the faculty member on long-term disability.
5. If a unit administrator recommends placing a faculty member on long-term disability,  the University Physician concurs with that recommendation, and that recommendation has been approved by the appropriate dean(s) and by the Provost, the faculty member must be informed in writing that he/she may utilize the Faculty Grievance Policy to grieve the unit administrator's decision to recommend that the faculty member be placed on long-term disability.
6. These procedures are in place to assure that the relevant academic administrators place a faculty member on short-term/long-term disability only for bona fide health reasons.  A faculty member who believes the short-term/long-term disability process is being used to bypass the procedures governing discipline or dismissal of a tenured faculty member may utilize the Faculty Grievance Policy, per 5(B) and 5(E) above.
7. If at any point in this process the faculty member elects to apply for long-term disability, the routine application procedure administered by Human Resources applies.

1. A faculty member seeking reinstatement under this provision should address the request for reinstatement to his/her unit administrator in writing.  A copy of the request and medical documentation from his/ her treating physician to support the request should be sent to the University Physician.  Reinstatement under this provision requires approval by the University Physician, the appropriate administrative endorsements, and approval by the Provost.
2. A faculty member reinstated under this provision shall resume his/her duties consistent with the job expectations currently in place for probationary tenure system faculty with similar positions within that unit at the time reinstatement is granted.

1. A faculty member seeking reinstatement under this provision should address the request for reinstatement to his/her unit administrator in writing.  A copy of the request and medical documentation from his/her treating physician to support the request should be sent to the University Physician.  Reinstatement under this provision requires approval by the University Physician, the appropriate administrative endorsements, and approval by the Provost.
2. A faculty member reinstated under this provision shall resume his/her duties consistent with the job expectations currently in place for tenured faculty with similar positions within that unit at the time reinstatement is granted.

1. A faculty member seeking reassignment under this provision should address the request for reassignment to the Provost in writing.  A copy of the request and  medical documentation from his/ her treating physician to support the request should be sent to the University Physician.  Reassignment under this provision requires approval by the University Physician, the appropriate administrative endorsements, and approval by the Provost.

1. An individual seeking re-employment under this provision should address the request for employment to the Provost in writing.  A copy of the request and medical documentation from his/ her treating physician to support the request should be sent to the University Physician.  Re-employment under this provision requires approval by the University Physician, the appropriate administrative endorsements, and approval by the Provost.
2. The terms of employment for an individual re-employed under this provision will be consistent with the position for which the individual applied and was re-hired.  For example, the individual might be appointed as a  fixed-term,  probationary, or tenured faculty member, depending on the specific position for which the individual was re-hired.

1. A faculty member seeking an appointment under this provision should address the request in writing to the Provost or appropriate Vice President, depending on the position sought.  A copy of the request and medical documentation from his/her treating physician to support the request should be sent to the University Physician.  Appointment under this provision requires approval by the University Physician, the appropriate administrative endorsements, and, as appropriate, approval by the Provost or by the relevant Vice President.

1. Long-term disability status will be reinstated (for the same condition for which long-term disability status was originally approved) if the period for which the faculty member has returned to work is twelve months or less.
2. A six month short-term disability leave will be required to re-qualify for long-term disability if the period of return to work is greater than twelve months and the disability results from the same condition for which the long-term disability status was originally approved, or if the faculty member's disability is not the same condition for which long-term disability status was originally approved.
3. In case of 5.A. or 5.B. above, there is no extension of the two-year period for which the tenured position is held open (for the same condition for which the long-term disability status was originally approved).