Leave & Time Off
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. Such excused time may be made up provided such hours are worked in the same work week in which the employee takes time off, and provided that in the opinion of the supervisor, such overtime can be worked advantageously to the University.
Inability to make up the time off in the same week will result in applying the personal time off against accrued vacation time, or as time without pay. If accrued vacation is not available, no payment will be made for such time off.
Death in Immediate Family
In the event of the death of a member of an employee's immediate family, the employee is allowed a leave of absence, with pay, immediately following the death (if they have completed their 60 days probationary/training period) 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, or legal guardian of the employee.
The University views jury duty as a civic responsibility. Regular pay will be given for time while serving on jury duty. A certificate of service is routinely provided by the court and will serve as proof of duty.
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 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.
During the 12 weeks of FMLA, the University will continue payment of benefits for the employee. The leave may be extended without pay to a total of six months for good and sufficient reason. The University will require the employee to use accrued vacation or personal time for the birth, adoption or placement of a child as part of the 12 weeks. The employee may also choose to use any accrued sick time. The employee will be required to use accrued vacation, personal and sick time for a serious health condition of the employee or of a family member.
Application for a leave must be made in writing to an employee's supervisor and the appropriate forms are available in the Human Resources Office. All leaves of absence will be made for a designated period of time. 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 a Family and 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.
Vacation credit earned during the current year is decreased in proportion to the amount of leave, 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.
Faculty Parental Leave
Specific parental leave policy for full-time faculty may be accessed through the University Handbook.
Moving UpWebster Jumps Four Spots to No. 24
Webster University moved up to 24th from 28th in U.S. News and World Report's Regional University-Midwest category; also ranked in Top 2 percent for Study Abroad.
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