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[[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Flu Season]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]] | [[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Flu Season]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]] | ||
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<p>Policy No: <strong>1001</strong><br />Effective Date: <strong>09/09/05</strong><br />Revised Date: <strong>11/13/12</strong><br />Reviewed Date: <strong> | <p>Policy No: <strong>1001</strong><br />Effective Date: <strong>09/09/05</strong><br />Revised Date: <strong>11/13/12</strong><br />Reviewed Date: <strong>12/10/13</strong></p> | ||
'''<big>Employee Leave Policy</big>''' | '''<big>Employee Leave Policy</big>''' | ||
<p>Including procedures: [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=1 Administrative Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Bereavement/Funeral_Leave Bereavement/Funeral_Leave],[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=2 Civil Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=2 Crisis Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=4 Family/Medical and Family/Military Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Nebraska Family Military Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=10 Holiday Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=11 Inclement Weather],[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Injury Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Leave of Absence without Pay], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Military Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=1 Parental Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=15 Sick Leave], and [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=19 Vacation Leave]</p> | <p>Including procedures: [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=1 Administrative Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Bereavement/Funeral_Leave Bereavement/Funeral_Leave],[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=2 Civil Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=2 Crisis Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=4 Family/Medical and Family/Military Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Nebraska Family Military Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=10 Holiday Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=11 Inclement Weather],[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Injury Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Leave of Absence without Pay], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Military Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=1 Parental Leave], [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=15 Sick Leave], and [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=19 Vacation Leave]</p> | ||
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4.1 The UNMC Human Resources' Division Director of Employee Relations is responsible for the administration, implementation, and maintenance of the Employee Leave policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance. | 4.1 The UNMC Human Resources' Division Director of Employee Relations is responsible for the administration, implementation, and maintenance of the Employee Leave policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance. | ||
==Policy== | ==Policy== | ||
=== Recording of Leave Time | === Recording of Leave Time === | ||
All leave must be recorded according to established payroll procedures. A record-keeping system for leave usage must be maintained by departments. Records of leave must remain in the department files for three (3) years. | All leave must be recorded according to established payroll procedures. A record-keeping system for leave usage must be maintained by departments. Records of leave must remain in the department files for three (3) years. | ||
=== Administrative Leave | === Administrative Leave === | ||
It is the policy of UNMC that regular full-time and part-time employees may be granted administrative leave, with or without pay, for good and sufficient reason. Temporary employees are not eligible to receive administrative leave with pay.<br /><br /> | It is the policy of UNMC that regular full-time and part-time employees may be granted administrative leave, with or without pay, for good and sufficient reason. Temporary employees are not eligible to receive administrative leave with pay.<br /><br /> | ||
'''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Administrative Administrative Leave] Procedures <br /><br /> | '''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Administrative Administrative Leave] Procedures <br /><br /> | ||
=== Bereavement/Funeral Leave | === Bereavement/Funeral Leave === | ||
When necessary, up to five consecutive workdays of bereavement/funeral leave may be granted in the event of a death within the employee's immediate family. Notice to the supervisor of the need to use bereavement/funeral leave must be given in advance.<br /><br /> | When necessary, up to five consecutive workdays of bereavement/funeral leave may be granted in the event of a death within the employee's immediate family. Notice to the supervisor of the need to use bereavement/funeral leave must be given in advance.<br /><br /> | ||
'''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Bereavement/Funeral_Leave Bereavement/FuneralLeave] Procedures'''<br /><br /> | '''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Bereavement/Funeral_Leave Bereavement/FuneralLeave] Procedures'''<br /><br /> | ||
=== Civil Leave | === Civil Leave === | ||
All regular employees may be granted paid civil leave for the purpose of providing civil service if the performance of such service is required during their normal working hours. <br/><br /> | All regular employees may be granted paid civil leave for the purpose of providing civil service if the performance of such service is required during their normal working hours. <br/><br /> | ||
The specific instances for which paid civil leave will be granted include jury duty, witness duty, court appearances regarding the affairs of the state or University, emergency civilian duty in connection with national defense or natural disaster, or election board duty. Employees will retain any compensation paid to them in carrying out such civic service. <br /><br /> | The specific instances for which paid civil leave will be granted include jury duty, witness duty, court appearances regarding the affairs of the state or University, emergency civilian duty in connection with national defense or natural disaster, or election board duty. Employees will retain any compensation paid to them in carrying out such civic service. <br /><br /> | ||
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Pursuant to Neb. Rev. Stat. §81-1391, an employee who is a certified disaster service volunteer of the American Red Cross may, with the authorization of his/her supervisor, be granted a leave not to exceed fifteen (15) working days in each year to participate in specialized disaster relief services in Nebraska for the American Red Cross, upon the request of the American Red Cross, without loss of pay, vacation time, sick leave or previously earned overtime accumulations.<br /><br /> | Pursuant to Neb. Rev. Stat. §81-1391, an employee who is a certified disaster service volunteer of the American Red Cross may, with the authorization of his/her supervisor, be granted a leave not to exceed fifteen (15) working days in each year to participate in specialized disaster relief services in Nebraska for the American Red Cross, upon the request of the American Red Cross, without loss of pay, vacation time, sick leave or previously earned overtime accumulations.<br /><br /> | ||
'''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Civil_Leave Civil Leave] Procedures'''<br /><br /> | '''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Civil_Leave Civil Leave] Procedures'''<br /><br /> | ||
=== Crisis Leave | === Crisis Leave === | ||
UNMC has established a crisis leave bank. Employees may donate accumulated vacation leave of up to three (3) days for potential use in emergency situations by other UNMC employees, whose leave has been exhausted. In a rolling calendar year, employees may request leave equal to the amount of annual vacation leave to which they are entitled (up to 24 days of paid crisis leave) for: | UNMC has established a crisis leave bank. Employees may donate accumulated vacation leave of up to three (3) days for potential use in emergency situations by other UNMC employees, whose leave has been exhausted. In a rolling calendar year, employees may request leave equal to the amount of annual vacation leave to which they are entitled (up to 24 days of paid crisis leave) for: | ||
* Serious illness of the employee or the employee's spouse; | * Serious illness of the employee or the employee's spouse; | ||
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'''[http://www.unmc.edu/hr/Forms/CLDon.doc Crisis Leave Donation Form]''' / '''[http://www.unmc.edu/hr/Forms/CrisisLVReq.doc Crisis Leave Request Form]''' | '''[http://www.unmc.edu/hr/Forms/CLDon.doc Crisis Leave Donation Form]''' / '''[http://www.unmc.edu/hr/Forms/CrisisLVReq.doc Crisis Leave Request Form]''' | ||
'''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Crisis_Leave Crisis Leave] Procedures'''<br /><br /> | '''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Crisis_Leave Crisis Leave] Procedures'''<br /><br /> | ||
=== Family | === Family Medical & Family Military Leave - FMLA: === | ||
The Family and Medical Leave Act of 1993 (FMLA) entitles each eligible employee to a maximum of 12 weeks of unpaid leave for certain family and medical reasons in a 12-month period. UNMC complies with this act and expands its coverage to include all regular employees with an FTE of .50 or greater, after 12 months of employment. Other employees, including temporary employees and graduate students, are covered after 12 months of employment, with at least 1,250 hours of service for the year preceding the leave. <br /><br /> | The Family and Medical Leave Act of 1993 (FMLA) entitles each eligible employee to a maximum of 12 weeks of unpaid leave for certain family and medical reasons in a 12-month period. UNMC complies with this act and expands its coverage to include all regular employees with an FTE of .50 or greater, after 12 months of employment. Other employees, including temporary employees and graduate students, are covered after 12 months of employment, with at least 1,250 hours of service for the year preceding the leave. <br /><br /> | ||
The expressed intent of the Board of Regents is that employees have a right to family/medical leaves of absence. Timing or other considerations surrounding a family/medical leave will be the issues negotiated with the employee by the immediate supervisor, dean, director, or Human Resources-Employee Relations.<br /><br /> | The expressed intent of the Board of Regents is that employees have a right to family/medical leaves of absence. Timing or other considerations surrounding a family/medical leave will be the issues negotiated with the employee by the immediate supervisor, dean, director, or Human Resources-Employee Relations.<br /><br /> | ||
'''Eligibility:'''UNMC will grant up to twelve weeks of unpaid family/medical leave for any of the following reasons: | '''Eligibility:''' UNMC will grant up to twelve weeks of unpaid family/medical leave for any of the following reasons: | ||
*The employee's own serious health condition that makes the employee unable to perform the essential functions of the job. | *The employee's own serious health condition that makes the employee unable to perform the essential functions of the job. | ||
*A serious health condition of the employee's spouse, child or parent. | *A serious health condition of the employee's spouse, child or parent. | ||
*Maternal/paternal concerns related to the birth and first year care of a child or adoption of a child, or the placement of a child with the employee for foster care. | *Maternal/paternal concerns related to the birth and first year care of a child or adoption of a child, or the placement of a child with the employee for foster care. | ||
*A death in the immediate family. | *A death in the immediate family. | ||
*Qualifying Exigency Leave: Family Leave Due to a Call to Active Duty: This benefit provides 12 weeks of FMLA leave due to a spouse, son, daughter or parent being on active duty or having been notified of an impending call or order to active duty in the Armed Forces. Leave may be used for any "qualifying exigency" arising out of the service member's current tour of active duty or because the service member is notified of an impending call to duty in support of a contingency operation. Qualifying exigency includes any one or more of the following non-medical, non routine activities and no others by referring to a number of broad categories for which employees could use FMLA leave: | *Qualifying Exigency Leave | ||
:* Short-notice deployment activities; | :* Family Leave Due to a Call to Active Duty | ||
:* Military events and related activities; | ::*This benefit provides 12 weeks of FMLA leave due to a spouse, son, daughter or parent being on active duty or having been notified of an impending call or order to active duty in the Armed Forces. Leave may be used for any "qualifying exigency" arising out of the service member's current tour of active duty or because the service member is notified of an impending call to duty in support of a contingency operation. Qualifying exigency includes any one or more of the following non-medical, non routine activities and no others by referring to a number of broad categories for which employees could use FMLA leave: | ||
:* Childcare and school activities; | :::* Short-notice deployment activities; | ||
:* Financial and legal arrangements; | :::* Military events and related activities; | ||
:* Counseling activities; | :::* Childcare and school activities; | ||
:* Rest and Recuperation activities; | :::* Financial and legal arrangements; | ||
:* Post deployment activities; and/or | :::* Counseling activities; | ||
:* Additional activities not encompassed in the other activities, but agreed to by the employer and employee. | :::* Rest and Recuperation activities; | ||
* Caregiver Leave for an Injured Service member: This benefit provides 26 weeks of FMLA leave during a single 12-month period for a spouse, son, daughter, parent, or nearest blood relative caring for a recovering service member. A recovering service member is defined as: | :::* Post deployment activities; and/or | ||
:* A member of the Armed Forces who suffered an injury or illness while on active-duty that may render the person unable to perform the duties of the member's office, grade, rank or rating; or | :::* Additional activities not encompassed in the other activities, but agreed to by the employer and employee. | ||
:* A veteran who is undergoing medical treatment, recuperation, or therapy for serious injury or illness and who was a member of the Armed Forces at any time during the five years preceding the date on which the veteran undergoes such treatment, recuperation, or therapy.<br /><br /> | * Caregiver Leave for an Injured Service member | ||
:* This benefit provides 26 weeks of FMLA leave during a single 12-month period for a spouse, son, daughter, parent, or nearest blood relative caring for a recovering service member. A recovering service member is defined as: | |||
::* A member of the Armed Forces who suffered an injury or illness while on active-duty that may render the person unable to perform the duties of the member's office, grade, rank or rating; or | |||
::* A veteran who is undergoing medical treatment, recuperation, or therapy for serious injury or illness and who was a member of the Armed Forces at any time during the five years preceding the date on which the veteran undergoes such treatment, recuperation, or therapy.<br /><br /> | |||
'''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Request%20for%20Family%20Medical%20Leave.doc FMLA - Request for Family Medical Leave Form]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Request%20for%20Military%20Qualifying%20Exigency%20Leave%20and%20Military%20Caregiver%20Leave.doc FMLA - Request for Military Qualifying Exigency Leave and Medical Caregiver Leave Form]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Certification%20of%20Health%20Care%20Provider%20for%20Employees%20Serious%20Health%20Condition.pdf FMLA - Certification of Health Care Provider for Employees Serious Health Condition]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Certification%20for%20Health%20Care%20Provider%20for%20Family%20Members%20Serious%20Health%20Condition.pdf FMLA - Certification of Health Care Provider for Family Members Serious Health Condition]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Certification%20for%20Serious%20Injury%20or%20Illness%20of%20a%20Current%20Servicemember%20for%20Military%20Family%20Leave.pdf FMLA - Certification for Serious Injury or Illness of a Current Servicemember for Military Family Leave]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Certification%20for%20Serious%20Injury%20or%20Illness%20of%20a%20Veteran%20for%20Military%20Caregiver%20Leave.pdf FMLA - Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Certification%20of%20Qualifying%20Exigency%20for%20Military%20Family%20Leave.pdf FMLA - Certification of Qualifying Exigency for Military Family Leave]''' / '''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Family/Medical_Leave FMLA - Family Medical and Family Military Leave] Procedures''' <br /><br /> | '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Request%20for%20Family%20Medical%20Leave.doc FMLA - Request for Family Medical Leave Form]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Request%20for%20Military%20Qualifying%20Exigency%20Leave%20and%20Military%20Caregiver%20Leave.doc FMLA - Request for Military Qualifying Exigency Leave and Medical Caregiver Leave Form]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Certification%20of%20Health%20Care%20Provider%20for%20Employees%20Serious%20Health%20Condition.pdf FMLA - Certification of Health Care Provider for Employees Serious Health Condition]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Certification%20for%20Health%20Care%20Provider%20for%20Family%20Members%20Serious%20Health%20Condition.pdf FMLA - Certification of Health Care Provider for Family Members Serious Health Condition]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Certification%20for%20Serious%20Injury%20or%20Illness%20of%20a%20Current%20Servicemember%20for%20Military%20Family%20Leave.pdf FMLA - Certification for Serious Injury or Illness of a Current Servicemember for Military Family Leave]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Certification%20for%20Serious%20Injury%20or%20Illness%20of%20a%20Veteran%20for%20Military%20Caregiver%20Leave.pdf FMLA - Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave]''' / '''[http://www.unmc.edu/hr/Forms/FMLA%20-%20Certification%20of%20Qualifying%20Exigency%20for%20Military%20Family%20Leave.pdf FMLA - Certification of Qualifying Exigency for Military Family Leave]''' / '''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#nameddest=Family/Medical_Leave FMLA - Family Medical and Family Military Leave] Procedures''' <br /><br /> | ||
=== Nebraska Family Military Leave | === Nebraska Family Military Leave === | ||
The Nebraska Unicameral enacted the Nebraska Family Military Leave Act effective April 4, 2007. As such, UNMC provide unpaid leave to qualifying University employees who are spouses or parents of military service members under federal or state deployment orders.<br /><br />'''Qualifying employees''' shall include any employee who: | The Nebraska Unicameral enacted the Nebraska Family Military Leave Act effective April 4, 2007. As such, UNMC provide unpaid leave to qualifying University employees who are spouses or parents of military service members under federal or state deployment orders.<br /><br />'''Qualifying employees''' shall include any employee who: | ||
* Has been employed by the University of Nebraska for at least twelve months. | * Has been employed by the University of Nebraska for at least twelve months. | ||
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Employees involved in any of the University of Nebraska insured benefit programs may continue to participate in said programs and will receive continued employer contributions for the period of the leave. They are, however, responsible for their employee contributions required to maintain those benefits when on an unpaid status.<br /><br /> | Employees involved in any of the University of Nebraska insured benefit programs may continue to participate in said programs and will receive continued employer contributions for the period of the leave. They are, however, responsible for their employee contributions required to maintain those benefits when on an unpaid status.<br /><br /> | ||
Upon expiration of the leave, the employee is entitled to be restored to the position held prior to commencement of leave or to an equivalent position.<br /><br />''' [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=4 Family/Medical and Family/Military Leave] Procedures''' / Request for Nebraska Military Family Leave Form'''<br /><br /> | Upon expiration of the leave, the employee is entitled to be restored to the position held prior to commencement of leave or to an equivalent position.<br /><br />''' [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=4 Family/Medical and Family/Military Leave] Procedures''' / Request for Nebraska Military Family Leave Form'''<br /><br /> | ||
=== Holiday Leave | === Holiday Leave === | ||
UNMC provides twelve paid holidays a year to all regular employees. UNMC recognizes seven (7) traditional holidays where non-essential business operations are closed. UNMC also recognizes five (5) floating/banked holidays, during which UNMC operations are open; employees may use these days on or after the date on which they are observed, with supervisory approval.<br /> | UNMC provides twelve paid holidays a year to all regular employees. UNMC recognizes seven (7) traditional holidays where non-essential business operations are closed. UNMC also recognizes five (5) floating/banked holidays, during which UNMC operations are open; employees may use these days on or after the date on which they are observed, with supervisory approval.<br /> | ||
{| style="color: black; width="0%" class="wikitable" | {| style="color: black; width="0%" class="wikitable" | ||
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|} | |} | ||
'''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=10 Holiday Leave] Procedures'''<br /> | '''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=10 Holiday Leave] Procedures'''<br /> | ||
=== Inclement Weather | === Inclement Weather=== | ||
Chancellors of the University of Nebraska have the discretion to close campuses due to local weather conditions. In the event of a closing of a University of Nebraska campus due to inclement weather, employees will receive paid leave, if they were scheduled to work during the closure.<br /><br /> | Chancellors of the University of Nebraska have the discretion to close campuses due to local weather conditions. In the event of a closing of a University of Nebraska campus due to inclement weather, employees will receive paid leave, if they were scheduled to work during the closure.<br /><br /> | ||
UNMC, as a health sciences center, has a number of activities that must be kept operational regardless of the weather conditions. These include activities that directly and indirectly support patient care at the hospital and clinics, as well as many research and educational functions. This is why UNMC is the only campus in the University of Nebraska System that does not close down during semester break in late December. Because so many employees must report, regardless of the weather, the determination has been made for the entire campus to be considered open and operational, even when other University of Nebraska campuses and area businesses may be closed. All supervisors are asked to be as reasonable as conditions allow in staffing their departments during severely inclement weather. It is recognized that some employees may not be able to report or will want to leave early due to safety concerns. Employees who do not report, or leave early, with supervisor approval must use vacation, floating holiday, or leave without pay to account for any time not worked. Salaried employees who are exempt from FLSA cannot take unpaid leave in increments of less than one work day.<br /><br /> | UNMC, as a health sciences center, has a number of activities that must be kept operational regardless of the weather conditions. These include activities that directly and indirectly support patient care at the hospital and clinics, as well as many research and educational functions. This is why UNMC is the only campus in the University of Nebraska System that does not close down during semester break in late December. Because so many employees must report, regardless of the weather, the determination has been made for the entire campus to be considered open and operational, even when other University of Nebraska campuses and area businesses may be closed. All supervisors are asked to be as reasonable as conditions allow in staffing their departments during severely inclement weather. It is recognized that some employees may not be able to report or will want to leave early due to safety concerns. Employees who do not report, or leave early, with supervisor approval must use vacation, floating holiday, or leave without pay to account for any time not worked. Salaried employees who are exempt from FLSA cannot take unpaid leave in increments of less than one work day.<br /><br /> | ||
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* On locations other than University campuses (i.e., Lincoln), will comply with the directions of the Dean of those Colleges (CON) regarding closing due to weather. If the individual location is closed during inclement weather, the time reporting should be coded in a manner prescribed by payroll.<br /><br /> | * On locations other than University campuses (i.e., Lincoln), will comply with the directions of the Dean of those Colleges (CON) regarding closing due to weather. If the individual location is closed during inclement weather, the time reporting should be coded in a manner prescribed by payroll.<br /><br /> | ||
[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=11 Inclement Weather] Procedures | [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=11 Inclement Weather] Procedures | ||
=== Injury Leave | === Injury Leave === | ||
If the work-related injury or illness causes an employee to remain off work, up to 40 hours will be paid as injury leave during the seven (7) calendar day waiting period, pro-rated based on the FTE. Injury leave will not be charged to sick leave or vacation; the time reporting should be coded in a manner prescribed by Payroll. | If the work-related injury or illness causes an employee to remain off work, up to 40 hours will be paid as injury leave during the seven (7) calendar day waiting period, pro-rated based on the FTE. Injury leave will not be charged to sick leave or vacation; the time reporting should be coded in a manner prescribed by Payroll. | ||
The Nebraska Workers' Compensation Act is found in Neb. Rev. Stat. §§48-101 to 48-1,118. Portions of the act which are specific to state workers' compensation claims are found in Neb. Rev. Stat. §§ 48-192 to 48-1,109.<br /><br />[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Injury Leave] Procedures | The Nebraska Workers' Compensation Act is found in Neb. Rev. Stat. §§48-101 to 48-1,118. Portions of the act which are specific to state workers' compensation claims are found in Neb. Rev. Stat. §§ 48-192 to 48-1,109.<br /><br />[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Injury Leave] Procedures | ||
=== Leave of Absence without Pay | === Leave of Absence without Pay === | ||
Due to extenuating circumstances, regular employees may be granted a leave of absence without pay for maximum of one year. A leave of absence will be granted only when it is in the best interest of UNMC. Upon return from leave the employee will be entitled to the same or comparable position with the department granting the leave. <br /><br /> | Due to extenuating circumstances, regular employees may be granted a leave of absence without pay for maximum of one year. A leave of absence will be granted only when it is in the best interest of UNMC. Upon return from leave the employee will be entitled to the same or comparable position with the department granting the leave. <br /><br /> | ||
[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Leave of Absence without Pay] Procedures | [http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Leave of Absence without Pay] Procedures | ||
===Military Leave - USERRA | ===Military Leave - USERRA === | ||
UNMC shall comply with the Uniformed Service Employment and Reemployment Rights Act of 1994 (USERRA) and Neb. Rev. Stat. &55-l60 et seq. concerning the treatment of University employees with military obligations. <br /><br /> | UNMC shall comply with the Uniformed Service Employment and Reemployment Rights Act of 1994 (USERRA) and Neb. Rev. Stat. &55-l60 et seq. concerning the treatment of University employees with military obligations. <br /><br /> | ||
In general, USERRA requires employers to grant leave to employees serving in the United States armed forces and the various reserve units; protects applicants and employees against discrimination on the basis of military service in the areas of hiring, job retention and advancement; provides certain rights to reemployment upon return from leave; and extends health care and retirement plan coverage during military leave.<br /><br /> | In general, USERRA requires employers to grant leave to employees serving in the United States armed forces and the various reserve units; protects applicants and employees against discrimination on the basis of military service in the areas of hiring, job retention and advancement; provides certain rights to reemployment upon return from leave; and extends health care and retirement plan coverage during military leave.<br /><br /> | ||
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'''Emergency Duty:''' Leave will be granted to any employee, who is a member of the National Guard or any other reserve component, ordered to active duty under emergency conditions. Should the military pay of such person be less than his/her full University pay, the University shall pay the differential while the person is in the active emergency service of the State.<br /><br /> | '''Emergency Duty:''' Leave will be granted to any employee, who is a member of the National Guard or any other reserve component, ordered to active duty under emergency conditions. Should the military pay of such person be less than his/her full University pay, the University shall pay the differential while the person is in the active emergency service of the State.<br /><br /> | ||
'''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Military Leave] Procedures / Request for Military Leave USERRA Form'''<br /> | '''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=12 Military Leave] Procedures / Request for Military Leave USERRA Form'''<br /> | ||
=== Parental Leave | === Parental Leave === | ||
The Parental Leave policies are intended to establish and clarify the leaves available to University of Nebraska Medical Center staff in cases of pregnancy, childbirth, and adoption:<br /> | The Parental Leave policies are intended to establish and clarify the leaves available to University of Nebraska Medical Center staff in cases of pregnancy, childbirth, and adoption:<br /> | ||
* Medical Maternity Leave | * Medical Maternity Leave | ||
UNMC staff is eligible for Leave requirements vary depending upon each employee's individual circumstances. An attending physician or other licensed health care provider will normally determine the appropriate length of leave. An eight-week total leave period for pre-partum and post-partum care and recovery during which time the employee will be excused from all duties, will be considered normal; however, more or less leave time may be taken based on individual health circumstances. | |||
* Parental Leave to Provide Care/Assistance to Mother and/or Child: for those employees who wish to take leave upon the birth of a child because the health of the employee's spouse or child requires the employee's presence, or because such presence would be beneficial to the employee's spouse or child, up to five days unpaid parental leave unless he has accrued sick leave or vacation leave that he/she may desire to use during parental leave. <br /> | * Parental Leave to Provide Care/Assistance to Mother and/or Child: for those employees who wish to take leave upon the birth of a child because the health of the employee's spouse or child requires the employee's presence, or because such presence would be beneficial to the employee's spouse or child, up to five days unpaid parental leave unless he has accrued sick leave or vacation leave that he/she may desire to use during parental leave. <br /> | ||
* Adoption Leave: UNMC staff is eligible for eight weeks unpaid adoption leave unless he/she has accrued sick leave or vacation leave that he/she may desire to use during the adoption leave. A newly adoptive parent, who is the primary caregiver, may take up to eight weeks unpaid leave upon the adoption of a child to provide care and assistance to the child. The declaration of which parent is the primary care-giver is made by the adopting parents. The non-primary care-giver of the adopted child may take up to five days unpaid parental leave, unless he/she has accrued sick leave or vacation leave that he/she may desire to use during parental leave, to provide assistance in the care of the child.<br />Any parental leaves taken in accordance with the above parental leave policies are, by definition, related to qualifying events under Family/Medical Leave Act (FMLA) (see Family/Medical Leave above) and will therefore be considered part of the 480 hours/twelve week Family/ Medical Leave entitlement.<br /> | * Adoption Leave: UNMC staff is eligible for eight weeks unpaid adoption leave unless he/she has accrued sick leave or vacation leave that he/she may desire to use during the adoption leave. A newly adoptive parent, who is the primary caregiver, may take up to eight weeks unpaid leave upon the adoption of a child to provide care and assistance to the child. The declaration of which parent is the primary care-giver is made by the adopting parents. The non-primary care-giver of the adopted child may take up to five days unpaid parental leave, unless he/she has accrued sick leave or vacation leave that he/she may desire to use during parental leave, to provide assistance in the care of the child.<br />Any parental leaves taken in accordance with the above parental leave policies are, by definition, related to qualifying events under Family/Medical Leave Act (FMLA) (see Family/Medical Leave above) and will therefore be considered part of the 480 hours/twelve week Family/ Medical Leave entitlement.<br /> | ||
'''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=1 Parental Leave] Procedures''' | '''[http://www.unmc.edu/hr/Proc/Procedures1001.pdf#page=1 Parental Leave] Procedures''' | ||
=== Sick Leave | === Sick Leave === | ||
Sick leave means the period of time during which the employee is incapacitated or unable, due to illness or injury, to perform the regularly assigned duties of his or her position. Paid sick leave means a period of time that the employee is paid his or her regular salary during a period of illness or injury. The period of time shall begin and end when medically indicated to the satisfaction of the appropriate administrative officer.<br />Eligible employees may choose to take any available sick leave balance for all or part of the unpaid Family/Medical Leave, if applicable, under certain circumstances. Any sick leave of 40 or more consecutive hours taken under this policy may be considered to be a qualifying event under the federal Family Medical Leave Act and the Family Medical Leave Policy approved by the Board of Regents.<br /><br /> | Sick leave means the period of time during which the employee is incapacitated or unable, due to illness or injury, to perform the regularly assigned duties of his or her position. Paid sick leave means a period of time that the employee is paid his or her regular salary during a period of illness or injury. The period of time shall begin and end when medically indicated to the satisfaction of the appropriate administrative officer.<br />Eligible employees may choose to take any available sick leave balance for all or part of the unpaid Family/Medical Leave, if applicable, under certain circumstances. Any sick leave of 40 or more consecutive hours taken under this policy may be considered to be a qualifying event under the federal Family Medical Leave Act and the Family Medical Leave Policy approved by the Board of Regents.<br /><br /> | ||