One year to less than five (5) years. Two (2) years to less than ten (10) years. Ten (10) years to less than twenty (20) years

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1 UNIVERSITY OF DETROIT MERCY VACATION POLICY Vacation Philosophy To promote the health and well-being of the University s employees, vacations are scheduled at the mutual convenience of the department and the employee. There is no provision for pay in lieu of granted vacation except at termination. For this reason, the University encourages all employees to take their vacation time within the fiscal year in which it is granted. However, to provide employees with scheduling flexibility, a maximum of 80 hours of accrued/earned vacation may be carried over into the fiscal year following the year it was accrued/earned. Conditions for Paid Vacation Time The University provides paid vacation time to be used by the employee provided that the following requirements are met: 1. The employee has completed their probationary period; 2. The employee is eligible for vacation and has been granted the time; and 3. The employee obtains supervisory approval. Eligibility Vacation time with pay is a benefit provided to eligible full-time employees. Part-time employees other than casual part time will receive vacation time with pay based on their date of hire. Casual part time employees are those who work from time to time but are not scheduled hours on a regular basis Earning Vacation The University provides vacation time according to an employee's job classification, exempt/non-exempt status and length of University service based on the employee s seniority date. Half of an employee s annual vacation time will be granted on July 1 and January 1 of each fiscal year. The total amount of vacation time that employees will receive during the fiscal year will be based on the seniority they have or will attain during the 6 months following each half-year grant: Full Time Staff Employees One year to less than five (5) years Five (5) years to less than ten (10) years Ten (10) years to less than twenty (20) years Twenty (20) years and above Full Time Administrative Employees One year to less than two (2) years Two (2) years to less than ten (10) years Ten (10) years and above Prorated up to a max of 80 hours 80 hours 120 hours 160 hours 200 hours Prorated up to a max of 80 hours 80 hours 160 hours 200 hours

2 Part Time Staff and Administrative Employees One year to less than five (5) years Five (5) years to less than ten (10) years Ten (10) years to less than twenty (20) years Twenty (20) years and above Prorated up to a max of 24 hours 24 hours 32 hours 40 hours 48 hours Vice Presidents, Deans and Major Directors will receive 40 additional hours of vacation each year. Modified full time employees will receive vacation at 80% of the amount indicated in the tables above. Newly hired employees will begin accruing vacation time as of their date of hire, and this vacation time will be available to them the first pay following the completion of their probationary period. They will then begin accruing vacation time as of the first pay of each subsequent month thereafter. If a part-time Employee is given permanent full-time employment, his/her service for the purpose of these vacation pay provisions shall be deemed to start at the commencement of his/her employment on a full-time basis. Scheduling Vacation Vacations are scheduled at the mutual convenience of the department and the employee. Normally, employees are expected to submit a written request to their supervisor a minimum of two (2) weeks prior to the desired leave. Supervisors will make every effort to grant requested vacation, subject to the operational needs of the department. In general, vacation requests are granted on a first-come, first-serve basis. However, in cases of conflicting requests, choice of vacation is given to the employee with greater University length of service. University holidays occurring during a vacation period are not counted as vacation days. Transfer Employees transferring from one department to another department retain their earned vacation. When a change in status occurs (i.e., staff to administrator), the method of earning vacation will be adjusted accordingly and prorated during that fiscal year. There will be no vacation payout when an employee transitions from one employee classification to another. Termination An employee who provides at least two (2) weeks notice of resignation will be paid for any vacation time which has been accrued but not yet taken based on their seniority at time of termination: 0 to <2 years 40 hours maximum payout 2 to <10 years 80 hours maximum payout 10+ years 120 hours maximum payout 40 hours maximum payout for regular part-time employees

3 Vacation payout will be paid to separating employees in their final paycheck. Employees who are terminated for cause are not eligible for vacation payout. UNIVERSITY OF DETROIT MERCY PERSONAL BUSINESSTIME POLICY After 90 days of employment, full-time staff employees shall be allowed to take up to twenty-four (24) personal business hours per fiscal year. Employees should give as much advance notice as possible before scheduling personal days with their supervisors, except in cases of emergency. Personal business time can be used in quarter hour increments. Personal time cannot be carried over from fiscal year to fiscal year and there will be no payment for any unused personal business time upon termination of employment. UNIVERSITY OF DETROIT MERCY SICK TIME POLICY The University recognizes that inability to work because of illness or injury may cause economic hardship. For this reason the University provides paid sick hours to eligible full-time employees. Full Time Staff Employees Employees will accrue sick hours at the rate of eight hours per month up to a maximum of 96 hours per year. Earned hours will be added to an employee s sick hour bank on the first pay of each month. Sick hours will not accrue while an employee is on Short Term Disability Leave or on an unpaid Leave of Absence. Modified full time staff employees will accrue sick hours at the rate of 80% up to a maximum of 64 hours per fiscal year. Unused sick hours may be accumulated to a maximum total of one thousand four hundred forty (1440) hours. There is no early cash out or payout for unused sick hours when employees leave the University. Newly hired staff employees will begin to accrue sick hours immediately and will be eligible to use their sick hours immediately upon completion of their probationary period. Full Time Administrative Employees Employees will be granted 96 sick hours each year on the first pay of the fiscal year. There is no carryover of sick hours from year to year or payout for unused sick hours when employees leave the University for administrative employees.

4 Modified full time administrative employees will be granted sick hours at the rate of 80% up to a maximum of 64 hours per fiscal year. Newly hired administrative employees will be granted sick hours immediately and will be eligible to use their sick hours immediately upon completion of their probationary period. Use of Sick Hours Sick hours can be used for the following reasons: Employee s own illness, injury and/or disability Employees own appointment with a duly-licensed health care provider, including physicians, surgeons, osteopaths, dentists, psychiatrists, counselors, etc. Emergency illness, injury and/or disability of an employee s spouse or dependent. Such emergency must require the attendance of the employee for home care or hospital care or be necessary due to the critical or serious condition of the family member s health. To bring an employee to pay for an approved qualified FMLA event. Employees absent for more than three consecutive days will be required to produce a doctor s slip upon their return to work. UNIVERSITY OF DETROIT MERCY SHORT TERM DISABILITY POLICY The University will provide a Short Term Disability Benefit at no cost to all full time and modified full time employees to be utilized in the event of an employee s illness, injury and/or disability. A Short Term Disability Leave is defined as absences of more than five (5) consecutive workdays. For purposes of eligibility for compensation during leave, any two periods of disability caused by the same or a related injury or sickness are considered a single period of disability if they are separated by fewer than three (3) months. Short Term Disability benefits are available to all eligible employees upon completion of their probationary period. Short term disability will be granted and benefits paid upon receipt of a physiciancompleted short-term disability form and approval by the insurance carrier. Employees can obtain a short term disability form from the Human Resources Department. Employees will also be required to submit verification from the employee s physician that they are capable of returning to work at the conclusion of a disability leave. This verification must be presented to the Human Resources Department before they will be allowed to return to work. Administrative employees will receive salary continuation during their disability equal to one month at full pay for each year of service, up to a maximum of six months. The remaining months of short term disability will be paid at 70%, While staff employees are exhausting all of their accrued sick days (with an option to reserve up to 40 hours in their sick bank), they will receive 100% pay during the period of disability leave. Once these sick days are exhausted, an employee can request to use vacation days or personal days in order to receive 100% pay during the period of

5 Disability Leave. They will not be required to exhaust any future accruals. Once an employee has exhausted existing accruals, they will receive 70% of their pay for the duration of their disability leave up to a maximum combined leave of six months. Since Short Term Disability leave is a FMLA Qualifying event, you should reference the University s FMLA policy for additional information.