Illinois Victims' Economic Security and Safety Act (VESSA) Leave
VESSA leave is absence to address issues arising from being a victim of domestic violence, dating violence, sexual assault, or stalking, or having a family or household member who is a victim of domestic or sexual violence.
Eligibility
Service
This leave has no length of service requirement.
Provisions
Holding the job
The job is held for up to 12 weeks in any 12-month period. In the case of intermittent leave of absence taken through a reduced work schedule, the job may be held for the time equivalent to 12 weeks of the employee's work schedule.
Pay
VESSA leave can be taken either without pay or staff may use accrued vacation, personal floating holiday time, Extended Sick Time (if approved by the claims administrator), or Incidental Sick Time to care for him or herself or a family member. While Incidental Sick Time is limited to seven calendar days immediately prior to an approved Extended Sick Time absence, there are specific circumstances when a staff member or instructional faculty member may use up to their annual allowance of Incidental Sick Time. These circumstances arise when:
- Staff members with less than six months of service are unable to work due to their own illness (this includes birth of a child),
- Staff members have been approved for intermittent FMLA and need to be away from work, and,
- Staff members must care for a sick family member and be absent from work.
Benefits
An individual on a paid VESSA leave will continue to have benefits coverage. The University continues to pay the employer contribution. If enrolled in the dependent care flexible spending account (DCFSA) this benefit is frozen until the individual returns from leave. The dependent care FSA can only be used when the employee is actively at work. Commuter benefits are temporarily terminated when on a leave of absence. This only be used when the employee is actively at work. The deadline to make changes to commuter benefits is the 5th of the month prior. Please make any necessary changes prior to that deadline. For additional question on the commuter benefits, visit the commuter benefits page.
Unpaid leave
An individual on an unpaid leave will be billed for benefits coverage. The employee does have the option to waive some or all benefits while on an unpaid leave. This is done in myHR after the leave of absence is entered into the system and processed. The dependent care flexible spending account (DCFSA) is temporarily frozen during a leave of absence. Commuter benefits are temporarily terminated when on a leave of absence. This benefit can only be used when the employee is actively at work. The deadline to make changes to commuter benefits is the 5th of the month prior. Please make any necessary changes prior to that deadline. For additional question on the commuter benefits, visit the commuter benefits page.
How to apply
Starting January 1, 2025, Northwestern will transition the administration of leave benefits to MetLife. Faculty and staff with a leave beginning before January 1, 2025, will continue to work with The Hartford for their Extended Sick Time (EST), Long-term Disability (LTD), and Birth/Adoption Parental Leave (BAPL) claims. Family Medical Leave Act (FMLA) and Military Leave claims will be tracked by MetLife starting January 1, 2025, even if your leave began before this date.
New Leave Starting Before January 1, 2025
The faculty and staff member must contact The Hartford to apply for FMLA as soon as possible. Instructional faculty inform their Dean's office for academic planning. You can reach The Hartford at 1-888-541-7283. View the step-by-step process of applying for a leave. Once your claim has been assigned to a claim administrator at The Hartford, you can request to speak to this person directly by scheduling an appointment online. You will not need to contact MetLife unless you need FMLA in 2025 that has not been approved by The Hartford by the end of this calendar year.
New Leave Starting After January 1, 2025
Because your leave request begins after January 1, 2025, you will need to make the initial leave request with MetLife, even if you have already contacted The Hartford. MetLife will not begin the intake process for new Northwestern leave requests until December 16, 2024, at 9 am CST. You can contact MetLife on or after this date at 1-800-396-8876. The online portal will not be available until January 2025. The requirement that your leave claim cannot be filed until mid-December will in no way impact how long it takes MetLife to review and process your claim.
Currently on Leave
For those currently on leave, if you need additional FMLA beyond what’s approved, please work with The Hartford before the transition to request an extension. You will not need to contact MetLife unless you need FMLA in 2025 that has not been approved by The Hartford by the end of this calendar year. You can contact MetLife on or after December 16, 2024, at 9 am CST at 1-800-396-8876.
End of leave
Return to work
At the expiration of an FMLA leave, staff members and instructional faculty members return to the same or an equivalent position as was held when the leave began.
Extension
If the leave of absence extends longer than the approved period, the staff member or instructional faculty member must request an extension from The Hartford prior to the expiration of the FMLA leave. If the staff member or instructional faculty member does not return from the leave of absence and does not request an extension, their employment will be subject to termination.