*���dzٱ�: Extended Winter Break (EWB) are �ܲԱ貹���� days during the holiday break. Ģ����ý employees that are not scheduled to work on these days will use accrued benefit leave, i.e.. vacation, bonus, or compensatory time.

*���dzٱ�: Extended Winter Break (EWB) are �ܲԱ貹���� days during the holiday break. Ģ����ý employees that are not scheduled to work on these days will use accrued benefit leave, i.e.. vacation, bonus, or compensatory time.

*���dzٱ�: Extended Winter Break (EWB) are �ܲԱ貹���� days during the holiday break. Ģ����ý employees that are not scheduled to work on these days will use accrued benefit leave, i.e.. vacation, bonus, or compensatory time.

Permanent employees regularly scheduled to work at least 20 or more hours per week, and who are in pay status for at least one-half of the days in a month, are eligible to earn leave. Permanent full-time employees (40 hours per week) earn vacation and sick leave according to the chart below. Employees who work less than 40 hours per week earn leave on a pro-rated basis according to the number of scheduled work hours each week. See the SHRA ���Ի�  p�DZ����������.

At Ģ����ý, we want every employee to feel supported in balancing work and life. Here is what you need to know about who earns leave and how it is calculated:

• Eligible Positions: Permanent, probationary, and time-limited EHRA employees who work 20 or more hours per week are eligible to earn leave.
• Pro-rated Leave: If you work less than 40 hours per week, you still earn leave, just on a proportional basis, so your benefits match your schedule.
• Accrual Frequency: Leave is earned monthly, ensuring you steadily build time off throughout the year.
• Role-Based Accruals:
  • EPS Tier II employees: including senior academic and administrative officers, instructional, research, and other designated positions, accrue up to 26 days of personal leave and 12 days of sick leave per year.
  • Part-time EPS employees working at least 50% FTE earn leave proportionally.
  • Tier 1 senior academic and administrative officers, such as the Chancellor, Provost, Deans, and Directors of major centers, also accrue up to 26 days of personal leave and 12 days of sick leave annually.

The chart below compares the legacy Annual Leave program and the new Personal Leave program to clarify rollover, transfer, and payout rules.

A form of paid leave at the employee’s normal hourly rate, Civil Leave compensates employees for absences due to jury duty or to subpoenas for court appearances.

The Community Service Leave (CSL) program is a paid time-off program that gives employees leave with pay for volunteer service with schools through the high-school level and with other community service volunteer activities for non-profit organizations.

Community Service Leave – Literacy, Tutoring, and Mentoring Policy

In recognition of the state’s interests in supporting its students in compliance with The Excellent Public Schools Act of 2013, special provisions of the Community Service Leave policy (Section 5, pages 13-18) allow an alternate option in lieu of regular Community Service Leave (24 hours) for leave to be granted to:

• any employee to volunteer in a literacy program in a public school; or
• any employee for tutoring and mentoring a student in a formal standardized approved tutoring/mentoring program in a public school or a non-public school

How Do I Request to Use Community Service Leave?

• Submit a request for Community Service Leave (CSL) to their Supervisor. If the CSL is for Literacy CSL or Tutoring/Mentoring CSL then program documentation should be provided to the supervisor and forwarded to the Office of Human Resources.
• Enter and track all leave in the OnePort Leave and Timekeeping system under the Community Service Leave taken field.
• Supervisors review the requests for community service leave and approve or disapprove the request.

Leave will be granted to employees of the state for certain periods of service in the uniformed services. No agent or employee of the State shall discriminate against any employee of the state or applicant for state employment because of their membership, application for membership, performance of service, application for service, or obligation for service in the Uniformed Services. 

The Family and Medical Leave Act (FMLA) entitles eligible employees to take unpaid, job-protected leave to care for a family member who is a current servicemember or a covered veteran with a serious injury or illness. FMLA leave for this purpose is called “military caregiver leave.”

The Family and Medical Leave Act (FMLA) entitles eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a 12-month period for a “qualifying exigency” arising out of the foreign deployment of the employee’s spouse, son, daughter, or parent. FMLA leave for this purpose is called qualifying exigency leave.

Family Illness Leave is provided for an employee to care for the employee’s child, parent, or spouse when that child, parent, or spouse has a serious health condition.

A permanent, probationary or trainee employee may use educational leave to request extended leave to participate in certain job- or career-related study.

Leave without pay may be granted for illness, education purposes, vacation, or for any other reasons deemed justified by the agency head. Special provisions for leave without pay for military, family and medical, and workers’ compensation are covered in respective policies. Parental leave without pay for employees not eligible for FMLA leave is covered at the end of this policy.

The Special Annual Leave Bonus was granted to eligible state employees that can be used similarly to how regular vacation leave is used.

An employee may donate leave to an employee who has been approved to receive voluntary shared leave because of a medical condition of the employee or of a member of the employee’s immediate family that will require the employee’s absence for a prolonged period of time. This policy outlines the rules for sharing leave.

This policy describes how sick/vacation/supplemental leave will be administered for injured workers while they are entirely out of work or attending medical appointments. This policy also addresses injured workers’ health insurance, retirement service credit, total state service credit, longevity pay, and reinstatement salary.

Workers’ Compensation

SHRA Non-Exempt Employees (subject to FLSA overtime regulations)

Must submit an electronic timesheet every two weeks.

Supervisors are required to review and approve these records no later than 11:59 PM on the Tuesday following the end of the reporting period.

SAAO, EHRA Faculty/Professional Staff, and SHRA Exempt Employees (not subject to FLSA overtime regulations)

Must certify their monthly leave report through Self Service Banner.

Monthly leave reports are due by the last day of the month (i.e., June leave reports are due by June 30)

Supervisors must review and approve all leave certifications by the second day of the following month (e.g., June leave report approved by July 2).

If the 1st or 2nd falls on a weekend or holiday, reports and approvals are due on the next business day.

Use a 28-day reporting cycle for time and leave.