Employee Leave: Difference between revisions
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Policy No: '''1001'''<br /> | Policy No: '''1001'''<br /> | ||
Effective Date: '''09/09/05'''<br /> | Effective Date: '''09/09/05'''<br /> | ||
Revised Date: ''' | Revised Date: '''03/15/26'''<br /> | ||
Reviewed Date: ''' | Reviewed Date: '''03/15/26'''<br /> | ||
<br /> | <br /> | ||
'''<big>Employee Leave Policy</big>'''<br /><br /> | '''<big>Employee Leave Policy</big>'''<br /><br /> | ||
==Purpose== | ==Purpose== | ||
1.1 It is the intent of UNMC to grant paid or unpaid leave to regular employees under appropriate circumstances. For regular part-time employees, the rate is adjusted according to the employee’s FTE. | |||
==Scope== | ==Scope== | ||
2.1 The UNMC Leave Policy is applicable to all UNMC employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions. | |||
==Basis of the Policy== | ==Basis of the Policy== | ||
3.1 UNMC provides a variety of paid and unpaid employee leave options in accordance with applicable federal, state, and university regulations. Leave policies are guided by the Federal Family and Medical Leave Act (FMLA) of 1993, the Americans with Disabilities Act (ADA), the Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994, Nebraska Revised Statutes §55-160 et seq. Policies also reflect provisions of the Nebraska Family Military Act of 2007, as well as guidelines established by the University of Nebraska Central Administration and the Bylaws and Policies of the Board of Regents of the University of Nebraska. | |||
==Authorities and Administration== | ==Authorities and Administration== | ||
4.1 The Assistant Vice Chancellor and Executive Director of Human Resources is responsible for the administration, implementation, and maintenance of the Employee Leave policy at the campus level. | |||
==Policy== | |||
=== Recording of Leave Time === | ==Policy== | ||
=== 5.1 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 === | |||
=== 5.2 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. | 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. | ||
=== Bereavement/Funeral Leave === | |||
=== 5.3 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. Employees are expected to notify their supervisor of the need for bereavement/funeral leave as soon as reasonably possible. For persons not defined as immediate family, up to one day of bereavement/funeral leave may be granted at the discretion of the employee’s supervisor. | 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. Employees are expected to notify their supervisor of the need for bereavement/funeral leave as soon as reasonably possible. For persons not defined as immediate family, up to one day of bereavement/funeral leave may be granted at the discretion of the employee’s supervisor. | ||
=== 5.4 Civil Leave === | |||
UNMC provides paid civil leave to regular employees for specific civic duties that occur during scheduled working hours. Eligible use of civil leave include: | |||
# Jury duty | |||
# Witness duty when subpoenaed or appearing on behalf of the State or University | |||
# Court appearances involving State or University affairs | |||
# Emergency civilian duty related to national defense or natural disaster | |||
# Election board duty | |||
# Voting in public elections, up to two hours, when voting outside of work hours is not possible. | |||
Employees will retain any compensation received for fulfilling these civic responsibilities. | Employees will retain any compensation received for fulfilling these civic responsibilities. | ||
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In accordance with Neb. Rev. Stat. §81-1391, certified disaster service volunteers of the American Red Cross may be granted up to 15 working days per calendar year of paid leave to participate in specialized disaster relief services within Nebraska, upon formal request by the American Red Cross. | In accordance with Neb. Rev. Stat. §81-1391, certified disaster service volunteers of the American Red Cross may be granted up to 15 working days per calendar year of paid leave to participate in specialized disaster relief services within Nebraska, upon formal request by the American Red Cross. | ||
=== Crisis Leave === | === 5.5 Crisis Leave === | ||
UNMC maintains a Crisis Leave Bank to support employees experiencing emergency situations that require extended time away from work. Regular employees who have completed original probation may be eligible to receive paid crisis leave when all applicable accrued | UNMC maintains a Crisis Leave Bank to support employees experiencing emergency situations that require extended time away from work. Regular employees who have completed original probation may be eligible to receive paid crisis leave when all applicable accrued leave - including sick, vacation, and floating/banked holiday time has been exhausted. | ||
Eligibility for Use | Eligibility for Use | ||
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Employees may request paid crisis leave, up to the amount of their annual vacation entitlement (maximum of 24 days in a rolling 12-month period), for the following situations: | Employees may request paid crisis leave, up to the amount of their annual vacation entitlement (maximum of 24 days in a rolling 12-month period), for the following situations: | ||
1. Serious illness of the employee or the employee’s spouse | |||
2. Serious illness of the employee’s child or parent | |||
3. In conjunction with an approved Workers’ Compensation claim | |||
Employees may receive crisis leave no more than once in a rolling 12-month period. If the full amount of approved leave is not used, a subsequent request may be made for the remaining balance within the same period. | Employees may receive crisis leave no more than once in a rolling 12-month period. If the full amount of approved leave is not used, a subsequent request may be made for the remaining balance within the same period. | ||
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Non-Grievable | Non-Grievable | ||
Denials of crisis leave requests or limitations on the amount of crisis leave granted are not subject to the grievance process. | Denials of crisis leave requests or limitations on the amount of crisis leave granted are not subject to the grievance process. | ||
'''[https://www.unmc.edu/human-resources/_documents/forms/emp_rel/Crisis-Leave-Donation.pdf Crisis Leave Donation Form]''' | '''[https://www.unmc.edu/human-resources/_documents/forms/emp_rel/Crisis-Leave-Donation.pdf Crisis Leave Donation Form]''' / '''[https://www.unmc.edu/human-resources/_documents/forms/emp-rel/Crisis-Leave-Request.pdf Crisis Leave Request Form] /''' [https://www.unmc.edu/human-resources/_documents/forms/emp-rel/advance-leave.pdf '''Advance Leave Form'''] | ||
[https://www.unmc.edu/human-resources/_documents/forms/emp-rel/advance-leave.pdf '''Advance Leave Form'''] | |||
=== 5.6 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 0.50 or greater. Other employees, including temporary employees and graduate students, are covered with at least 1,250 hours of service for the year preceding the leave. | 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 0.50 or greater. Other employees, including temporary employees and graduate students, are covered with at least 1,250 hours of service for the year preceding the leave. | ||
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'''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 | # 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 | # 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 leave must be taken consecutively. | ||
# A death in the immediate family. | # A death in the immediate family. | ||
# Qualifying Exigency Leave: | # 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: 1. Short-notice deployment activities; 2. Military events and related activities; 3. Childcare and school activities; 4. Financial and legal arrangements; 5. Counseling activities; 6. Rest and Recuperation activities; 7. Post deployment activities; and/or 8. Additional activities not encompassed in the other activities, but agreed to by the employer and employee. | ||
# Caregiver Leave for an Injured Servicemember: 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: | # Caregiver Leave for an Injured Servicemember: 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 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. | ## 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. | ||
''' [https://www.unmc.edu/human-resources/_documents/forms/emp-rel/employee-request-for-fmla.pdf FMLA - Request for Family Medical Leave Form] | '''[https://www.unmc.edu/human-resources/_documents/forms/emp-rel/employee-request-for-fmla.pdf FMLA - Request for Family Medical Leave Form] [https://view.officeapps.live.com/op/view.aspx?src=https%3A%2F%2Fwww.unmc.edu%2Fhuman-resources%2F_documents%2Fforms%2Femp-rel%2Floa-request-for-nebraska-military-family-leave.docx&wdOrigin=BROWSELINK FMLA - Request for Military Qualifying Exigency Leave and Medical Caregiver Leave Form]'''<br />'''[https://www.unmc.edu/human-resources/_documents/certification-of-health-care-provider-for-employees-serious-health-condition.pdf FMLA - Certification of Health Care Provider for Employees Serious Health Condition]'''<br />'''[https://www.unmc.edu/human-resources/_documents/certification-of-health-care-provider-for-family-members-serious-health-condition.pdf FMLA - Certification for Health Care Provider for Family Members Serious Health Condition]'''<br />''' [https://www.unmc.edu/human-resources/_documents/certification_for_serious_injury_illness_current_servicemember_for_military_caregiver_fmla.pdf FMLA - Certification for Serious Injury or Illness of a Current Servicemember for Military Family Leave]'''<br />''' [https://www.unmc.edu/human-resources/_documents/certification_for_serious_injury_illness_of_a_veteran_for_military_caregiver_fmla.pdf FMLA - Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave]'''<br />''' [https://www.unmc.edu/human-resources/_documents/certification_for_military_family_leave_for_qualifying_exigency_fmla.pdf FMLA - Certification of Qualifying Exigency for Military Family Leave]''' | ||
[https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf '''Request for Supplemental Parental Leave'''] | [https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf '''Request for Supplemental Parental Leave'''] | ||
=== Nebraska Family Military Leave === | === 5.7 Nebraska Family Military Leave === | ||
The Nebraska Unicameral enacted the Nebraska Family Military Leave Act effective April 4, 2007. | The Nebraska Unicameral enacted the Nebraska Family Military Leave Act effective April 4, 2007. As such, UNMC provides unpaid leave to qualifying University employees who are spouses or parents of military service members under federal or state deployment orders. | ||
Qualifying employees shall include any employee who: | |||
1. Has been employed by the University of Nebraska for at least twelve months. | |||
2. Has provided at least one thousand two hundred fifty (1,250) hours of service during the twelve-month period immediately preceding the commencement of the leave. | |||
3. Is the spouse or parent of a person called to military service lasting over one hundred seventy-nine days or longer with the state or United States pursuant to the orders of the Governor or the President of the United States.'''Requests for Family Military Leave (Nebraska Family Military ACT):''' may be made to the employee’s immediate supervisor any time the deployment orders are in effect. Employees requesting five (5) or more consecutive days of Family Military Leave shall provide at least fourteen calendar day’s prior notice, and where able, will consult with the supervisor to schedule leave to avoid work disruptions. For leave of less than five (5) consecutive days, employees shall give advance notice as practical. Certification/proof of the call to service, from the proper military authority, may be required. | |||
3. | |||
'''Requests for Family Military Leave (Nebraska Family Military ACT):''' may be made to the employee’s immediate supervisor any time the deployment orders are in effect. Employees requesting five (5) or more consecutive days of Family Military Leave shall provide at least fourteen calendar day’s prior notice, and where able, will consult with the supervisor to schedule leave to avoid work disruptions. For leave of less than five (5) consecutive days, employees shall give advance notice as practical. Certification/proof of the call to service, from the proper military authority, may be required. | |||
'''Maximum leave allowable''' under the Nebraska Family Military Leave Act shall be thirty (30) working days of unpaid leave. The employee may elect to apply accrued vacation leave, compensatory time off, or floating or banked holiday during the leave period. | '''Maximum leave allowable''' under the Nebraska Family Military Leave Act shall be thirty (30) working days of unpaid leave. The employee may elect to apply accrued vacation leave, compensatory time off, or floating or banked holiday during the leave period. | ||
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''' [https://www.unmc.edu/human-resources/_documents/forms/emp-rel/LOA-Request-for-Nebraska-Military-Family-Leave.docx Request for Nebraska Military Family Leave Form]''' | ''' [https://www.unmc.edu/human-resources/_documents/forms/emp-rel/LOA-Request-for-Nebraska-Military-Family-Leave.docx Request for Nebraska Military Family Leave Form]''' | ||
=== Holiday Leave === | |||
=== 5.8 Holiday Leave === | |||
UNMC provides thirteen (13) paid holidays a year to all regular employees. UNMC recognizes seven (7) traditional holidays where non-essential business operations are closed. UNMC also recognizes six (6) floating/observed 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. The maximum accrual of floating holidays is 40 hours.<br /> | UNMC provides thirteen (13) paid holidays a year to all regular employees. UNMC recognizes seven (7) traditional holidays where non-essential business operations are closed. UNMC also recognizes six (6) floating/observed 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. The maximum accrual of floating holidays is 40 hours.<br /> | ||
{| style="color: black; width="0%" class="wikitable" | {| style="color: black; width="0%" class="wikitable" | ||
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| November 11 | | November 11 | ||
|} | |} | ||
=== Inclement Weather=== | |||
=== 5.9 Inclement Weather === | |||
Chancellors of the University of Nebraska have the discretion to close campuses due to local weather conditions. When a University of Nebraska campus is closed due to inclement weather, employees will receive paid leave if they were scheduled to work during the closure. | Chancellors of the University of Nebraska have the discretion to close campuses due to local weather conditions. When a University of Nebraska campus is closed due to inclement weather, employees will receive paid leave if they were scheduled to work during the closure. | ||
UNMC, as a health sciences center, has numerous functions that must remain operational regardless of weather conditions. These include work that directly and indirectly supports patient care at the hospital and clinics, as well as many research and educational responsibilities. 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. | UNMC, as a health sciences center, has numerous functions that must remain operational regardless of weather conditions. These include work that directly and indirectly supports patient care at the hospital and clinics, as well as many research and educational responsibilities. 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, UNMC is considered open and operational even when other University campuses and local businesses may be closed. Supervisors are asked to be as reasonable as conditions allow when staffing their departments during severe weather. | Because so many employees must report regardless of the weather, UNMC is considered open and operational even when other University campuses and local businesses may be closed. Supervisors are asked to be as reasonable as conditions allow when staffing their departments during severe weather. | ||
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Employees of UNMC who are located on: | Employees of UNMC who are located on: | ||
1. Other University of Nebraska campuses (i.e., Kearney), will comply with the directions of the Chancellors of those campuses regarding closings due to weather. If the individual campus is closed during inclement weather, the time reporting should be coded in a manner prescribed by Payroll. | |||
=== Injury Leave === | |||
2. On locations other than University campuses (i.e., Lincoln), will comply with the directions of the Dean of those Colleges (i.e., COD, 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. | |||
=== 5.10 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. | 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. | ||
=== Leave of Absence without Pay === | === 5.11 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 | 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. | ||
=== 5.12 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. | |||
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. | |||
'''Employee Responsibilities | '''Nebraska Statute''': In accordance with State law, the University provides fifteen workdays of paid military leave per calendar year, without regard to the specific nature of the military leave (e.g., active military duty annual training, emergency assignment, assignments of an unspecified length). Military service beyond fifteen workdays will be charged against accrued vacation or taken without pay, as designated by the employee within a reasonable time of receiving notice of the employee’s leave. | ||
'''Employee Responsibilities''': Employees serving in the military are required to provide advance notice to the University concerning their military obligation when possible and must inform the University when they plan to return to work once they have been discharged from their military duties. | |||
'''Annual Training Defined:''' Generally defined, annual training refers to that temporary duty in which military reserve personnel engage, commonly serving one weekend per month and two consecutive weeks during the year. | '''Annual Training Defined:''' Generally defined, annual training refers to that temporary duty in which military reserve personnel engage, commonly serving one weekend per month and two consecutive weeks during the year. | ||
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'''[https://www.unmc.edu/human-resources/_documents/forms/emp-rel/userra-request-for-military-leave.pdf Request for Military Leave USERRA Form]'''<br/> | '''[https://www.unmc.edu/human-resources/_documents/forms/emp-rel/userra-request-for-military-leave.pdf Request for Military Leave USERRA Form]'''<br/> | ||
=== Parental Leave === | |||
=== 5.13 Parental Leave === | |||
Regular employees holding Faculty, Administrative, Managerial/Professional, Office/Service or Post-doctoral appointments are eligible to receive up to a total of eight (8) workweeks of paid leave for any of the reasons detailed below. Temporary employees are not eligible to receive such leave. | Regular employees holding Faculty, Administrative, Managerial/Professional, Office/Service or Post-doctoral appointments are eligible to receive up to a total of eight (8) workweeks of paid leave for any of the reasons detailed below. Temporary employees are not eligible to receive such leave. | ||
Eligible employees are expected to utilize all sick leave or faculty disability leave available to them throughout the leave. If, however, an eligible employee does not have enough available sick leave or disability leave to cover the full length of the leave, the University will continue the employee’s pay through to the end of the leave so that the employee will remain in paid status throughout the duration of the leave, not to exceed a combined total of eight (8) workweeks. | Eligible employees are expected to utilize all sick leave or faculty disability leave available to them throughout the leave. If, however, an eligible employee does not have enough available sick leave or disability leave to cover the full length of the leave, the University will continue the employee’s pay through to the end of the leave so that the employee will remain in paid status throughout the duration of the leave, not to exceed a combined total of eight (8) workweeks. | ||
To ensure continuity in course instruction, faculty members utilizing such leave may be excused from teaching or other instructional responsibilities during the semester or other period in which the leave, or the majority of it, occurs. If excused, the faculty member will be required to perform non-teaching or | To ensure continuity in course instruction, faculty members utilizing such leave may be excused from teaching or other instructional responsibilities during the semester or other period in which the leave, or the majority of it, occurs. If excused, the faculty member will be required to perform non-teaching or non-instructional duties for the remaining portion of the semester that is outside of the parental leave period. The faculty members’ pay will not be reduced during the leave even if a substitute is utilized to assume the faculty member’s teaching or instructional responsibilities. | ||
Paid parental leave is available for eligible employees for the following reasons and not to exceed a total of eight (8) workweeks: | Paid parental leave is available for eligible employees for the following reasons and not to exceed a total of eight (8) workweeks: | ||
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[https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf Request for Supplemental Parental Leave] | [https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf Request for Supplemental Parental Leave] | ||
=== Sick Leave === | === 5.14 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 their position. Paid sick leave means a period of time that the employee is paid their 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. | 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 their position. Paid sick leave means a period of time that the employee is paid their 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. | ||
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. | 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. | ||
'''Sick Leave Accruals''' | '''Sick Leave Accruals''' | ||
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# The allowance of sick leave for any purpose under this policy shall be subject to the right of the University to require satisfactory evidence of illness or injury including the certification of an attending physician in the case of the employee or a member of their immediate family. Sick leave allowance shall be at the discretion of the University. | # The allowance of sick leave for any purpose under this policy shall be subject to the right of the University to require satisfactory evidence of illness or injury including the certification of an attending physician in the case of the employee or a member of their immediate family. Sick leave allowance shall be at the discretion of the University. | ||
# Employees may be advanced sick leave, per supervisor approval, in an amount not to exceed a total of 40 hours, pro-rated to FTE. Employees shall reimburse the University for all used unearned sick leave upon separation. Employees may not request another advancement of sick leave until they reach a positive accrual. | # Employees may be advanced sick leave, per supervisor approval, in an amount not to exceed a total of 40 hours, pro-rated to FTE. Employees shall reimburse the University for all used unearned sick leave upon separation. Employees may not request another advancement of sick leave until they reach a positive accrual. | ||
# Sick leave may be used for appointments with the Employee Assistance Program (“EAP”). | |||
Sick leave may be used for appointments with the Employee Assistance Program (“EAP”). | === 5.15 Vacation Leave === | ||
=== Vacation Leave === | |||
# All regular employees of UNMC shall be granted vacation leave according to the schedule of vacation leave accrual displayed on the leave procedure page. | # All regular employees of UNMC shall be granted vacation leave according to the schedule of vacation leave accrual displayed on the leave procedure page. | ||
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Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment. | Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment. | ||
==Additional Information== | ==Additional Information== | ||
All Forms mentioned in this policy are available on line at [https://wiki.unmc.edu/index.php/HR_-_Employee_Relations_Forms HR - Employee Relations Forms - University of Nebraska Medical Center]. For additional information please review the [https://www.unmc.edu/human-resources/_documents/procedures/procedures1001.pdf Employee Leave Procedures #1001] or you may contact Human Resources – Employee Relations at 402/559-5827 or [mailto:Erdocuments@unmc.edu erdocuments@unmc.edu].<br /> | |||
This page maintained by [mailto:mhurlocker@unmc.edu mh]. | This page maintained by [mailto:mhurlocker@unmc.edu mh]. | ||