For More Information
All questions pertaining to paid time-off accruals may be directed to HRIS at ext. 6-8411 or by e-mail.
Paid Time Off
All regular benefits-eligible staff earn time off on a per-pay-period basis based on time worked or paid leave. Accruals are prorated for part-time employees. Employees of departments that track time taken via the Peoplesoft Time Collection system may view their balances at any time either on their pay stubs or time sheets.
Regular full-time nonunion, nonexempt staff (35 hours/week, 52 weeks/year) earn the following for vacation time:
Up to 2 years
|0.833 days||10 days|
2 to 10 years
|1.25 days||15 days|
Over 10 years
|1.66 days||20 days|
Regular full-time nonunion exempt staff (35 hours/week, 52 weeks/year) earn the following for vacation time:
Up to 5 years
|1.25 days||15 days|
More than 5 years
|1.66 days||20 days|
Please note: Union employees should refer to their union contracts for information regarding paid time off accruals. Only allowable accrued and carryover vacation leave will be paid out at time of termination. Vacation leave may not be used to extend the date of termination.
Vacation carryover is based upon years of service and applies to all employees. The carryover cutoff is Dec. 31 of each year. Carryover amounts are prorated for part-time employees.
|Years of Service||Carryover Limit|
|Up to 5 years||10 days|
|5 to 10 years||15 days|
|More than 10 years||20 days|
All full-time, benefits-eligible staff accrue the equivalent of one sick day per month, on a per-pay-period basis, for a total of 12 days per calendar year. Accruals are prorated for part-time, benefits-eligible staff. Nonexempt, benefits-eligible staff may carry over sick leave from year to year, accruing up to 180 sick days. Exempt staff sick leave balances may never exceed 12 days.
All non-benefits-eligible staff accrue one hour of sick time for every 30 hours worked, up to a maximum of 40 hours per year. Non-benefits-eligible staff may use accrued sick time 90 days following their first day of work. Non-benefits-eligible staff sick leave balances may never exceed 40 hours.
To receive sick pay, an absence must be reported to the immediate supervisor before the start of the regular workday and recorded on the employee's time sheet. Supervisors may request documentation for any leave exceeding three days. If medical documentation is requested, it should be submitted to the assistant vice president for human resources for review.
Up to forty hours of accrued sick time per calendar year may be used in the case of illness of members of an employee's immediate family. Immediate family is defined as a spouse, domestic partner, parent, grandparent, child, brother, sister, father-in-law, mother-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law or member of the household.
No unused accrued sick leave will be paid at the time of termination.
Accrued sick time may be used for the following purposes:
(1) to care for the employee’s immediate family member, who is suffering from a physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care;
(2) to care for the employee’s own physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care;
(3) to attend the employee’s routine medical appointment or a routine medical appointment for the employee’s child, spouse, parent, or parent of spouse; or
(4) to address the psychological, physical or legal effects of domestic violence (as defined in the University’s Domestic Violence Leave Act Policy)
Earned sick time includes time necessary to travel to and from an appointment, a pharmacy, or other location related to the purpose for which the time was taken.
All full-time, benefits-eligible staff accrue the equivalent of one personal day every three months, for a total of four days per calendar year. Personal leave balances may never exceed more than four days.
Generally, new staff members must complete their introductory period before being granted a personal day. Personal days may be used for religious observances or for personal business. All requests for personal time are subject to the approval of an employee's supervisor.
No unused accrued personal leave will be paid at time of termination. Once notice of termination is given, the use of personal days is not allowed.
Following is the staff holiday schedule for the 2015-16 academic year:
|Memorial Day||Monday, May 25, 2015|
|Independence Day||Friday, July 3, 2015|
|Labor Day||Monday, September 7, 2015|
|Rosh Hashanah (no classes)||Monday, September 14, 2015|
|Yom Kippur (no classes)||Wednesday, September 23, 2015|
|Columbus Day* (classes in session)||Monday, October 12, 2015|
|Thanksgiving Day||Thursday, November 26, 2015|
|Thanksgiving Friday||Friday, November 27, 2015|
|Christmas Eve **(begins at noon)||Thursday, December 24, 2015|
|Christmas Day||Friday, December 25, 2015|
|New Year's Day||Friday, January 1, 2016|
|Martin Luther King Jr. Day||Monday, January 18, 2016|
|President's Day (no classes)||Monday, February 15, 2016|
|Good Friday** (begins at noon)||Friday, March 25, 2016|
|Patriot's Day* (classes in session)||Monday, April 18, 2016|
|Memorial Day||Monday, May 30, 2016|
* Floating holiday: academic and administrative offices open
** Half-day holiday
All full-time, benefits-eligible staff accrue the equivalent of one sick day per month, on a per-pay-period basis, for a total of 12 days per calendar year. Nonexempt staff may carry over sick leave from year to year, accruing up to 180 sick days. Exempt staff sick leave balances may never exceed
more than 12 days.