Employee Resources 

Leaves of Absence

Robert Morris University provides leaves of absence to full-time and regular part-time employees that enable them to be away from the workplace for reasons as defined below.

Family and Medical Leave (FMLA)/ADA Accommodation Request

Family and Medical Leave (FMLA) is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain medical and family reasons.  The need for FMLA or ADA Accommodations should be reported to your manager and by contacting UPMC WorkPartners at 1-833-851-5184.

Following is a short training video and FMLA document for your reference.  Please also review your eligibility and additional details in the RMU FMLA policy.

Family and Medical Leave ‎(FMLA)‎ Training

Workers' Compensation

All injuries or illnesses arising out of the scope of your employment must be reported to your supervisor and the Human Resources Department. Prompt reporting is the key to prompt benefits. Ensure your right to benefits by reporting every injury, no matter how slight. Utilize the following procedure if you have a work-related injury:

Please note that in an emergency situation (risk of loss of life or limb), Moon Campus employees should call Public Safety at 412-397-2424 to arrange for ambulance transportation to the nearest emergency room. Employees at the Island Sports Center or other locations outside of Moon Campus should call 911.
  • Notify your supervisor immediately
  • Notify the Human Resources Department at 412-397-6270 within 24 hours

Military Leave

Robert Morris University is committed to protecting the job rights of employees absent on military leave. In accordance with federal and state law, it is the university’s policy that no employee or prospective employee will be subjected to any form of discrimination on the basis of that person's membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion, or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under applicable law or this policy.

Please review eligibility and details in the policy. 

Bereavement Leave

Bereavement leave allows an employee to receive paid leave because of the death of a relative.  The duration of paid leave depends on the employee's relationship with the deceased.  The need for Bereavement Leave should be reported to your supervisor. 

Please review eligibility and details in the policy.

Jury Duty Leave

Paid leave of up to two weeks may be granted for service on Jury Duty.  The need for Jury Duty Leave should be reported to your manager.

Please review eligibility and details in the policy.

Personal Leave

A personal leave of absence up to 90 days may be requested by an employee for personal reasons not covered by other leave policies. The need for Personal Leave should be reported to your manager and Human Resources. 

Please review eligibility and details in the policy.