What Is a Leave of Absence?

At UEI, a Leave of Absence is an approved period of time away from work that may be job‑protected or non–job‑protected, depending on the type of leave, employee eligibility, and applicable federal, state, or local laws, as well as UEI policy.

Leaves may include, but are not limited to:

• Medical or health‑related leaves
• Family‑related leaves (e.g., caregiving or bonding)
• Personal or discretionary leaves
• Military‑related leaves
• Other legally protected or UEI‑approved reasons

All leaves of absence at UEI must be reviewed, coordinated, and approved through Human Resources.

The UEI Manager’s Role During a Leave of Absence

UEI managers play a critical role in ensuring that leaves of absence are handled appropriately, consistently, and with respect for employee privacy.

Manager responsibilities include:

• Supporting the employee before, during, and after the leave
• Communicating professionally and within approved boundaries
• Coordinating work coverage and team continuity
• Partnering closely with UEI Human Resources at every stage of the leave

Best Practices: What UEI Managers Should Do

Before the Leave Begins

• Refer the employee to Human Resources promptly as soon as a potential leave is identified.
• Maintain confidentiality and share information only with those who have a legitimate business need.
• Plan for operational coverage in a fair and consistent manner.
• Remain supportive and neutral, avoiding assumptions about the situation or duration of the leave.

During the Leave

• Follow guidance from UEI Human Resources regarding if, when, and how communication with the employee is permitted.
• Limit communication to HR‑approved, work‑related administrative matters when necessary.
• Ensure the employee is not engaging in work and does not feel pressured to return early.
• Document operational considerations (e.g., coverage decisions or scheduling changes) as needed.

Preparing for the Employee’s Return

• Partner with Human Resources regarding return‑to‑work expectations, documentation, or accommodations.
• Welcome the employee back professionally and respectfully, regardless of the type or length of leave.
• Provide updates on departmental or organizational changes that occurred during the leave.
• Support a smooth transition back to work, adjusting duties or schedules as approved by HR.

Important Boundaries: What UEI Managers Should NOT Do

Do Not:

• Request, collect, or discuss medical diagnoses or personal health details.
• Approve, deny, or manage a leave independently of Human Resources.
• Contact the employee frequently or about non‑approved matters while they are on leave.
• Assign work, request assistance, or create implied expectations to work during leave.
• Retaliate against, penalize, or negatively evaluate an employee for taking an approved leave.
• Share details about an employee’s leave beyond what is operationally necessary.

Confidentiality Expectations

At UEI, information related to an employee’s leave is confidential.

Managers are expected to:

• Share only what is necessary for business operations
• Handle documentation securely
• Avoid informal discussions or speculation about the leave

When UEI Managers Must Contact Human Resources Immediately

Managers should contact HR right away when:

• An employee mentions needing time off for medical, family, or military‑related reasons
• Medical documentation is provided directly to the manager
• Attendance concerns may be connected to a potential protected leave
• There is uncertainty regarding return dates, restrictions, or accommodations

Key Takeaways for UEI Managers

• Involve Human Resources early
• Respect confidentiality and defined policies
• Balance operational needs while protecting employee rights

Handling leaves of absence appropriately supports UEI’s values, protects the organization, and reinforces a culture of trust and compliance.

Questions?

UEI managers should contact Human Resources for guidance on any leave‑related situation.