Questions
How do I process a leave of absence/return from a leave of absence?
Can leaves of absence be processed retroactively in DHRS?
I have an employee on a paid medical leave with a return date falling on a scheduled holiday. How do I process the return document in DHRS?
Are scheduled holidays calculated at one-third of pay in DHRS when an employee is on a paid leave using Short-Term Disability (STD)?
I just found out that an employee in one of my departments was on a leave of absence for 2 months and nothing was submitted to HR/Faculty Affairs on DHRS. Should I do something about this now?

Please refer to the DHRS Processes Manual for instructions on processing a Leave of Absence and a Return from Leave of Absence Document (refer to the DHRS Support website).

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Yes. A leave of absence must always be processed in DHRS if the leave time exceeded 14 calendar days. If you need to process the leave of absence after the fact (the employee has already returned), Human Resources can guide you in how to do this in DHRS. Always ensure that the employee has provided you with the required documentation.

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Return the employee on the next business day following the holiday. The holiday should be fully paid if the employee is on a paid leave of absence. If the employee is on an unpaid leave, the holiday is not paid and must be removed from Kronos if it was added by the system.
For employees on Short Term Disability, the holiday pay will be 33.33% of the regularly paid holiday hours. These must be adjusted in Kronos or the employee will be overpaid. If the employee is overpaid, a revised time sheet should be submitted to Payroll for adjustment to the hours and pay in a subsequent pay period.
For revised time sheet forms, visit the Payroll website.

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Yes; scheduled holidays are calculated at one-third pay in DHRS when an employee is on a paid leave using STD, but not on Kronos, for which the supervisor would have to manually make the adjustment.

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Absolutely. A leave of absence must always be processed in DHRS if the leave time exceeds 14 calendar days. If you need to process the leave of absence after the fact (the employee has already returned), Human Resources can guide you in how to do this in DHRS. Always ensure that the employee has provided you with the required documentation.

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