Leave & Time Off

 Bereavement Leave

In the event of the death of a regular part-time or full-time staff member’s family, the employee is allowed a leave of absence, with pay, immediately following the death as follows:

  • 5 days for spouse/domestic partner, child, step-child, child of domestic partner, parent, step-parent, brother, step-brother, sister, step-sister, grandchild, step-grandchild, grandchild of domestic partner, son-in-law, or daughter-in-law;
  • 3 days for mother-in-law, father-in-law, parent of domestic partner, brother-in-law, sister-in-law, spouse of step-sibling, brother/sister of domestic partner, spouse of brother/sister of domestic partner, grandparent, grandparent of spouse or domestic partner, aunts or uncles and counterpart by marriage/domestic partnership, or legal guardian of the employee.

Paid bereavement leave is based upon an employee’s standard scheduled hours.

Jury Duty

The University views jury duty as a civic responsibility. Regular pay based on an employee’s standard schedule will be given for time while serving on jury duty. A certificate of service is routinely provided by the court and must be submitted to the employee’s supervisor as proof of duty.

Time Off For Personal Matters

University policy permits an employee time off, if necessary, to attend to personal matters. Request for time off for this purpose shall be made to an employee's supervisor. For hourly (non-exempt) employees, such excused time may be made up, with the approval of the supervisor, provided such hours are worked in the same work week in which the employee takes time off.    

Inability to make up the time off in the same week will result in applying the personal time off against available vacation or personal time.  Salaried (exempt) employees are only expected to apply this if absent in full-day increments.  If vacation or personal time is not available, no payment will be made for such time off.  See respective paid time off policies and the “Federal Fair Labor Standards Act and Overtime Pay” policy for more direction.

Faculty Parental Leave

Specific parental leave policy for full-time faculty may be accessed through the University Handbook.

Family and Medical Leave Act (FMLA) and Leaves of Absence

In compliance with the Family and Medical Leave Act (FMLA) of 1993, the University grants all eligible employees 12 unpaid weeks of leave during any rolling 12-month period due to the birth, adoption or placement of his/her child, the serious health condition of a spouse, son, daughter or parent of the employee or a serious health condition of the employee. An employee is eligible if they have worked for at least twelve months and 1,000 hours within a rolling 12 month period.

During the 12 weeks of FMLA, the University will continue payment of benefits for the employee. The leave may be extended to a maximum of six months for good and sufficient reason. The University will require the employee to use accrued sick, personal and vacation time according to their standard schedule for the birth, adoption or placement of a child as part of the 12 weeks. The employee will be required to use accrued sick, personal and vacation time according to their standard schedule for a serious health condition of the employee or of a family member. Employees must use all paid leave before going on an unpaid leave.

Application for a leave must be made in writing to an employee's supervisor and the appropriate forms are available on the Human Resources website. All leaves of absence will be made for a designated period of time as supported by a doctor’s certification.  FMLA job-protected leave will not exceed 12 weeks in a rolling 12 month period. The maximum leave of absence will be six months. If a leave of absence is granted for medical reasons, a physician's statement as to the fitness of the employee for performance of his or her duties may be requested prior to his or her return to duty. All pay and employee benefits cease during any leave of absence except during an approved medical leave; however, employees may make special arrangements to continue the various insurance and retirement programs in which they are enrolled during the period of the leave. The cost of these programs must be borne by the employee. An employee on leave must stay in regular communication with his/her supervisor during any leave regarding the status of the leave and the expected return date from the leave. If a medical leave is expected to exceed 90 days, full-time employees are required to submit a claim for Long Term Disability benefits.  Once approved, these benefits will replace the use of accrued benefit hours.

Vacation credit is not earned during a non-paid leave of absence, though an employee does not lose seniority for purpose of computing vacation time upon his or her return. If an employee is granted a leave of absence and during the designated period of the leave elects not to return to work: 1) the University is no longer obligated to this leave policy, 2) any future application for employment will be considered as any other new application, 3) the University has no obligation to rehire the employee at previous status and/or rate of pay, 4) the employee must comply with FMLA guidelines regarding repayment of benefit premiums.

 

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