750 Hour Rule: Temporary employees are entitled to annual and sick leave only after
working 750 hours by the end of the last full pay period in each leave calendar year.
If the employee is absent before the 750 hours is earned, leave will be charged to
either AO (Approved Absence without Pay) or SO (Sick Leave without Pay). Temporary
employees do not get paid for closings.
Annual and Sick leave earnings are retroactive to the appointment date.
Temporary employees are not entitled to Personal Leave or Holiday Leave even after
earning 750 hours.
- Annual leave: After 30 calendar days of service
- Sick leave: 30 calendar days of service
- Personal leave: After working 150 hours in a calendar quarter
Permanent employees with less than one year of service since their last date of hire
may not anticipate leave.
Employees may carry 45 days into the new leave calendar year.
The employee is permitted to carry unused annual leave in excess of 45 days into the
first seven (7) pay periods of the next leave calendar year. Excess annual leave not
used within the seven (7) pay periods will be converted to sick leave subject to the
300 day limitation on sick leave.
Employees are permitted to carry unused personal leave into the first seven (7) pay
periods of the next leave calendar year. Excess personal leave not used within the
seven (7) pay periods will be lost.
Leave requests are submitted for approval through the Employee Self Service (ESS)
A cancellation or change cannot be submitted until the original leave request has
been approved. Once approved, the cancellation request may be submitted through the
Employee Self Service (ESS) portal. Changes to the original request may be resubmitted
after the cancellation of the original request has been approved. Cancellations and
changes must be processed within 30 days of the original request. The payroll office
should be contacted to process a cancellation or change if the 30 day period has expired.
Employees may use sick leave (S) for medical appointments.
No. Codes ending in "M" are specifically used for medical appointments in relation
to Injury Leave. An employee must have an approved worker's compensation claim in
order to use codes ending in "M".
The leave calendar year is defined as beginning with the employee's first full pay
period commencing on or after January 1 and continuing through the end of the employee's
pay period that includes December 31, i.e., new leave calendar year: January 14, 2011
to January 11, 2011.
Employees on pre-scheduled leave during a university closing are still accountable
for the leave already entered in ESS. The leave time remains intact as the intent
was to be off. Leave time is still charged for emergency office closings when on extended
Employees may use civil leave (C) if they have not volunteered for jury duty but were
called for jury duty or who are not a party in a civil or criminal court proceeding,
but are subpoenaed as a witness to attend the court proceeding. Written verification
of jury duty attendance is required before an employee can be paid for the absence.
Although paid leave by the university is provided, the employee is entitled to payments
issued by the court if applicable. A copy of the acknowledgment or check stub issued
can be submitted to the Payroll Department as proof of participation in the court
case. The Summons letter received does not suffice as acceptable documentation as
it does not confirm attendance.