Faculty-Instructional personnel employed under the academic year 9-months positions and 10-month positions observe vacation periods determined by the academic calendar.
Full-time, academic faculty on 12 month contracts receive 4 weeks of vacation which must be taken during the fiscal year, June 1 – May 31 of the next calendar year. Breaks in the academic calendar year (such as Fall Break, Christmas) may be taken off when counted as vacation.
Full-time, salaried employees - If hired on or after June 1 of any calendar year, the employee will be eligible for 2 weeks of vacation as of the following, January 1, which must be used between January 1 and May 31. Thereafter, the following June the employee will be eligible for 3 weeks. Thereafter, the employee will be eligible for 4 weeks of vacation as of each June 1, to be used by the following May 31. Vacation time for salaried employees does not carry over and should be used between June 1 and May 31 of each year.
Full-time, hourly - employees scheduled to work 2080 hours per fiscal year will receive 3 hours of vacation for each month remaining in the fiscal year. Effective June 1, following the date of employment, the employee will receive 1 week of vacation. Effective the second year, the employee will be eligible for 2 weeks. Beginning June 1 of the fifth year of vacation eligibility, the employee will accumulate an additional day of vacation for each additional year of employment to a maximum of 4 weeks or 20 workdays of paid vacation. Full-time hourly employees may carry over upto 40 hours of vacation time to the next fiscal year.
Salaried Staff and Faculty within each fiscal year will be permitted 90 days of sick leave.
All full-time, hourly employees will earn 3.68 hours of sick leave for each payroll worked to a maximum of 720 hours.
Family Care Days
The University allows an employee to use 4 days, per fiscal year, of their sick leave to care for a dependent child, spouse and/or parent. This includes emergency situations where the dependent, spouse or parent becomes ill or injured requiring medical attention, to be with the dependent child, spouse or parent at the hospital for a surgical procedure, to care for the dependent child, spouse or parent who is home ill. This also includes routine doctor and dentist appointments.
Personal Business Days
Full-time, hourly staff who are scheduled to work 2080 hours per fiscal year, will receive 3 paid personal business days (24 hours) per fiscal year.
For all full-time employees the following days are observed as holidays with pay:
The Family and Medical Leave Act allows eligible employees to take job-protected, unpaid leave, or to substitute appropriate paid leave, if the employee has earned or accrued it for up to a total of 12 work weeks in any 12 month period for the birth or adoption of a child, care for a serious health condition of an eligible family member, or the employee’s own serious health condition.
All full-time Employees will be granted up to 3 scheduled workdays off with pay from the day of death through the day after the funeral for the purpose of attending the funeral of a member of the employee’s family. Family is defined as husband, wife, brother, sister, mother, father, son, daughter, mother-in-law and father-in-law, brother-in-law, sister-in-law, grandmother, grandfather, son-in-law, daughter-in-law, stepfather, stepmother, stepson, stepdaughter, grandchildren, step-grandchildren, step-grandparents and grandparents-in-law.
Only scheduled workdays will be considered for paid funeral leave. Employees will not be paid for the time they would not have normally worked. For example, in cases where the 3 days between the day of death through the day after the funeral include holidays and/or weekend days, there would be no pay or additional pay for those days.
Under extenuating circumstances, and at the sole discretion of the supervisor, requests for additional leave due to the death of a family member may be granted. If granted, the employee will be paid personal leave or vacation pay, or will be granted leave without pay if paid time were not available.
In the event a full-time employee is called for jury duty and is required to serve during his/her normal work schedule, that employee will be excused from work assignment without any loss of pay. Employees will not be required to remit pay and other reimbursables for jury duty unless a substitute is hired to carry out an employee’s assigned responsibilities while the employee is on jury duty. If that becomes necessary the employee is to remit to the controller's office that amount paid the juror less reimbursables.