Human Resources: University-Provided Benefits
Please visit the Employee Benefits page for more information on the following:
- Major Medical and Optical Insurance
- Dental Insurance
- Group Life Insurance
- Long-term Disability Insurance
- Employee Assistance Program
- Employee Home Purchase Grant Program
- Tuition Remission
- Flexible Spending Accounts
Vacation days are earned beginning the date of employment and accrue at a rate based on years of service (note the schedule below). Each month in which you work 11 days or more counts as continuous employment for purposes of accruing vacation.
|Period of Continuous Employment||Annual Vacation Time Accrued|
|Date of hire to end of 4th year||10 days/2 weeks |
|Start of 5th year to end of 8th year||15 days/3 weeks |
|Start of 9th year and beyond||20 days/4 weeks|
Employees who have completed 90 days of employment are eligible to use vacation. In no event can vacation use in any year exceed the accrued vacation amount. Vacation time does not accrue should your employment terminate prior to three months from date of hire. You may not accumulate vacation hours greater than a two year accrual. Once your vacation hours reach the maximum accrual, you will cease to accrue vacation hours until some vacation time has been used. You will not be compensated for vacation time earned but not taken in the prescribed manner.
Employees at the senior administrator level follow the same vacation policy stated above, except the amount of vacation allotted each fiscal year (or a portion thereof) will be equal to 20days/4 weeks from date of hire or appointment as a Senior Administrator.
Sick Leave:The University provides paid sick leave for employees who cannot be at work because of personal illness, injury, or medical/dental appointments. Below is an outline of the University's sick leave policy:
Regular full-time and part-time employees within the ranks of office/clerical, service/maintenance, monthly salaried staff, and senior administrative positions may participate.
Eligible employees accumulate sick leave as follows:
- Regular full-time: one day per month
- Regular part-time: pro-rated based on full-time equivalency
Use of sick leave
Accumulated sick leave can be used when you are unable to work because of an illness or injury, except as otherwise authorized. Your immediate supervisor must be notified before the start of your shift, or you must comply with other established departmental procedures if you are sick or injured and will not be reporting to work as expected. In cases where advance notice is not possible, notice should be provided as soon as possible.
Absence for doctor and dentists appointments may also be charged to sick leave. Such appointments should be scheduled for the start or end of your normal workday and should be scheduled in such a way as to minimize the amount of time spent away from the job. In the case of medical or dental appointments, approval must be obtained from the immediate supervisor in advance whenever sick leave is to be used for such purposes.
Absence from work because of illness or injury is subject to reasonable verification. Satisfactory evidence of the ability to resume work at the conclusion of a physical illness may also be required. Absences due to illness or injury that exceed accumulated sick leave will be charged to accumulated vacation or must be taken as time off without pay.
Sick leave may also be used to care for the short term medical needs of your immediate family. Temporary illnesses or medical and dental appointments of your immediate family are included. The same notification and approval procedures must be followed in these situations as for personal illnesses or appointments. Sick leave may not be used for household or non-medical purposes. Abuse of sick leave privileges will be considered "excessive absenteeism" and will be cause for disciplinary action up to and including termination.
Leave of Absence:
For information on Leave of Absences, please visit the Leave of Absence page. Employees are encouraged to schedule an appointment in advance (when possible) with Stacey Watanabe, HR employee relations specialist, to discuss the situation and walk through the leave of absence procedures.