The Board of Regents has established policies on the following types of leave:
- Vacation/Annual Leave (Policy 18.104.22.168)
- Sick Leave with Pay (Policy 22.214.171.124)
- Sick Leave without Pay (Policy 126.96.36.199)
- Educational and Professional Leave (188.8.131.52)
- Military Leave with Pay (Policy 184.108.40.206)
- Family and Medical Leave (Policy 220.127.116.11)
- Miscellaneous Leave (Policy 18.104.22.168)
Miscellaneous leave includes leave related to court duty, voting, military physical exams, personal leave, leave for organ and marrow donation, and other leave due to inclement weather or emergencies.
4.9.1 Interpretation of Sick Leave
The following provisions for the reporting of sick leave shall apply to all full-time faculty on 9 or 10 month contracts, employed by institutions of the USG, who serve primarily in assignments defined by faculty roles in instruction, research and scholarly activity, and service:
- Faculty are responsible for informing their immediate supervisors of any illness that prohibits them from meeting their assigned responsibilities.
- In reporting sick leave, faculty will report leave based on the number of whole hours sick as defined by the BoR Policy 8.2.7, with a full day being eight (8) hours, a half day being four (4) hours, and less than a half day based on whole hours missed, with a full week being the equivalent of a forty-hour workweek.
- Nothing in this policy shall be interpreted to indicate that faculty work on a standardized schedule.
4.9.2 Educational and Professional Leave
Leaves of absence of one year or less with or without pay may be granted by the institution’s president and reported to the Chancellor. All leaves of absence must be entered into the appropriate HR data systems. Recommendations for extensions of one-year leaves of absence or the initial granting of leaves of more than one year, require the Chancellor’s or his/her designee’s approval. The president’s request to the Chancellor for such leaves must include the following:
- A statement that the faculty member’s absence will not adversely affect institutional programming
- Strong justification for the request for leave with pay to a faculty member who has not been employed at the institution for at least three years
- A statement of the direct and significant benefits that will accrue to the institution as the result of the faculty member’s activities during the period of leave
- If the granting of leave with pay will require additional institutional expenditures, a note of that fact (If the granting of leave with pay will not require additional institutional expenditures, no statement to that effect is required)
- The amount of leave pay, determined with reference to the following:
- The normal rate of leave pay shall be considered as an amount up to one-half of the regular salary of the faculty member during the period of leave.
- Extraordinary justification must accompany a recommendation for leave pay in an amount exceeding one-half of the faculty member’s regular salary during the period of leave or for leave pay at full regular salary for the period of leave.
- The amount of any external stipend or any other external remuneration to be received by the faculty member for his/her activities during the period of leave shall be taken into account in the determination of institutional leave pay recommended. The recommendation for leave must indicate the source and the amount of applicable external remuneration.
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