Policy HR34 EMPLOYMENT CONDITIONS FOR STAFF EMPLOYEES

POLICY'S INITIAL DATE: October 1, 1992
THIS VERSION EFFECTIVE: September 2, 2014

Contents:

  • Purpose
  • Position Responsibility
  • Probationary Period
  • Work Schedules and Work Schedule Preference
  • ....Nonexempt Staff
  • ....Exempt Staff
  • ....Work Schedule Preference
  • Vacation
  • Sick Leave
  • Sickness and Accident Supplement
  • Absence for On-The-Job Injury
  • Holidays
  • Other Paid Time Off
  • Overtime - Nonexempt Staff
  • Shift Premium - Nonexempt Staff
  • Definition of Work Unit
  • Unauthorized Absence
  • Termination of Employment
  • Re-Employment with the University
  • Cross References

  • PURPOSE:

    This policy outlines the working conditions for employees classified as Staff holding either a standing or fixed-term I appointment.

    POSITION RESPONSIBILITY:

    One hundred percent full-time equivalent (FTE) appointments are those which are scheduled for 12-months a year, 40-hours per week. Appointments scheduled to work fewer months per year and/or fewer hours per week may be established also (see HR-88).

    Each dean/administrative officer shall determine and assign responsibilities to each employee and, within the parameters established by University policies, shall also establish the general limits of the annual work schedule associated with those responsibilities.

    The dean/administrative officer is responsible for ensuring that procedures are in place so that recruitment and selection processes result in the appointment of an individual who has the necessary experience and competencies required by that position and who will positively model Penn State's values of inclusion and respect.

    The dean/administrative officer is responsible for seeing that each new employee is informed regarding the employee's job title, job responsibilities worksheet, job profile, level, and salary. An employee is entitled to a review of the evaluation of his or her job by making a request of the immediate supervisor.

    PROBATIONARY PERIOD:

    When a person begins employment with the University in a standing or fixed-term I appointment, he or she is considered a probationary employee. During the probationary period, such an employee cannot use the staff general grievance procedure, and the employee's employment may be terminated without recourse to the procedure.

    If a probationary employee accepts a different job within the University, the employee will serve a new probationary period. An employee who has completed a fixed-term I appointment will not start a new probationary period on reappointment, if the employee is to be reappointed to that position on a fixed-term I or standing appointment within three consecutive months following termination of the appointment.

    The employee's probationary period starts on the employee's first day of employment and lasts for 12 consecutive months; provided, however, that any month in which an employee does not work at least half of normally scheduled work time for that month will not be counted toward completion of the probationary period.

    WORK SCHEDULES AND WORK SCHEDULE PREFERENCE:

    (a) Nonexempt Staff:

    The standard work week is 40 hours for a 100% FTE position. This is not, however, a guarantee that this number of hours of work will be available each week for each employee. For most employees, the University work week will be interpreted to be a seven day period beginning at midnight on Saturday and ending at midnight on the following Saturday. The 40 hours are to be scheduled within that period. The Office of Human Resources is responsible for determining any such work weeks that vary from the Saturday at midnight standard work week. Whenever possible, the workdays and work hours including breaks and meal periods will be consecutive. Flexible working hours and work schedules less than 100% FTE may be established, see HRG02 and HR88 respectively.

    Each employee is assigned to one of the following schedules:

    1. Weekly hours of work scheduled over no more than five days per week, the hours of work and work days established to fit the requirements of a particular job; or

    2. A predetermined cycle of work days and days off within a fixed number of calendar weeks in which no week contains more than 40 hours.

    In no case will an employee be assigned to a weekly work schedule which requires his or her presence on the job seven days every week on a regular basis.

    The daily hours of work for an employee will be scheduled so that provision is made for meal periods on the employee's time (except at the employee's request, when such request can be accommodated, or for certain continuous 24-hour operations). Except at the employee's request, when such request can be accommodated, each meal period will be no less than 30 minutes.

    One calendar week notice will be given to any employee if his or her regular work schedule is to be changed by the employee's supervisor, unless the change is caused by an emergency. In the event an employee reports to work and finds no work available, the employee is paid for three hours on a straight time basis. However, he or she will not be paid:

    1. If the employee has been informed in advance not to report for work by telephone, by personal contact, by a letter addressed to his or her last home address as provided by the employee, or by other predetermined means; or

    2. If an emergency prevents work; or

    3. If an employee turns down suitable alternate work that is offered.

    (b) Exempt Staff:

    For a 100% FTE position, 40 hours a week is a minimum requirement. Flexible working hours and work schedules less than 100% FTE may be established, see HRG02 and HR88 respectively. Many assignments may require longer weekly work schedules than the established minimum.

    (c) Work Schedule Preference:

    In work areas where groups of employees with the same job title and level have work schedules that provide for a variety of days on and days off, wherever possible the employee with the longest period of employment in the work unit has preference in the assignment of workdays on and days off.

    If the employee is a member of the Armed Forces Reserve or National Guard and is required to report for a drill session of two days' duration or less, the employee's request for a change of work schedule for that drill session will be given first consideration regardless of length of continuous service. The reservist is required to give at least two calendar weeks' notice of his or her request for the temporary change of schedule. Please see HR-19, Leave of Absence for Active Military Service or Training, for details about absences related to active military duty.

    VACATION:

    Vacation time off is scheduled by mutual agreement between the employee and the college or department; provided, however, the college or department may at its discretion require an employee on a fixed-term I appointment to take vacation time off during the appointment so that all or part of accumulated vacation is expended prior to the conclusion of the appointment.

    Only days on which the employee normally would have worked are charged against vacation allowance. For exempt staff, deductions from salary for time off in excess of accumulated vacation may be made only for full-day absences.

    Normally, an employee earns appropriate vacation accumulation in any calendar month in which the employee is paid for at least half of normally scheduled work time for that month. Except, any pay received for accumulated vacation at time of layoff of more than 120 days, leave of absence, or termination of employment shall not be credited toward this qualifier.

    Except as otherwise provided below, nonexempt staff accumulate vacation according to the following schedule:

    Nonexempt Staff Vacation Accumulation Schedule
      Maximum
    Criteria Monthly Rate of Accumulation Accumulation Allowed
    During the first 10 years of continuous employment in a standing or fixed-term I position 12 hours 192 hours
    From the beginning of the 11th year to and including the 25th continuous year 16 hours 240 hours
    From the beginning of the 26th continuous year and thereafter 18 hours 264 hours

    Except as otherwise provided below, exempt staff accumulate vacation according to the following schedule:

    Exempt Staff Vacation Accumulation Schedule
      Maximum
    Criteria Monthly Rate of Accumulation Accumulation Allowed
    During the first 25 years of continuous employment in a standing or fixed-term I position 16 hours 240 hours
    From the beginning of the 26th continuous year and thereafter 18 hours 264 hours

    The following are exceptions to the vacation accumulation provisions cited above:

    1. See HR88 for calculating monthly accumulation rates, maximum accumulations, and vacation usage for less than 100% FTE appointments.
    2. An employee preparing for a major life event such as the birth or adoption of a child, finishing a degree, etc., may need more paid time off than provided above. In such event, the employee may request a temporary exception to the maximum accumulation limit. To do so, the employee submits a written request to the supervisor and the human resources representative outlining the event and identifying the period of time involved. Such request may be granted, when, in the opinion of the supervisor, the University's work needs can be efficiently and effectively met.
    3. An unexpected work-related situation (e.g., another employee quits) may cause an employee to miss or delay using vacation days, resulting in a vacation balance that exceeds the maximum stated above. In such event, the employee may request a temporary exception to the maximum accumulation limit. To do so, the employee submits a written request to the supervisor and human resources representative outlining the work-related event and the vacation balance request. The days accumulated in excess of the maximums stated above must be used within the next 12 months.
    4. In the situations described in 2. and 3. of this section, if the employee terminates employment, then the vacation payoff described below will not include any days accumulated in excess of the applicable maximum cited above.

    An employee who terminates employment after completing at least one continuous year in a standing or fixed-term I appointment immediately preceding the date of termination, or an employee on a fixed-term I appointment of less than one year who terminates at the end of the appointment, shall receive the cash equivalent of unused accumulation (not to exceed the maximum provided by policy); provided, however, this provision for making payment for unused vacation shall not apply to an employee: (a) who is terminating from a fixed-term I appointment, if the employee will be reappointed within three consecutive months to a fixed-term I or standing appointment or, (b) if the college or department required that the employee needed to take vacation time off during the appointment so that all or part of the accumulated vacation is expended prior to the conclusion of the appointment. See HR50 for special provisions of retirement.

    The cash equivalent of the unused vacation time is computed by using the Workday Percentage Factor Calculator.

    SICK LEAVE:

    An employee on a 100% FTE appointment will accumulate 8 hours of sick leave with pay for each calendar month in which he or she is paid for at least half of normally scheduled work time for that month, except that pay received for accumulated vacation at time of layoff of more than 120 days, leave of absence, or termination of employment shall not be credited toward this qualifier. See HR88 for sick leave accumulation and use for less than 100% FTE appointments.

    NOTE: Exempt staff who began exempt employment prior to October 1, 1992, continue on their former sick leave plan. Persons who were classified as staff and who were nonexempt prior to February 1, 1967, continue on their former sick leave plan.

    Accumulated sick days provide an insurance cushion for employees in the case of illness or injury. They can be an important asset in the event of a prolonged illness or injury, insuring salary continuation during this period of absence. Therefore, employees should be very judicious in their use of paid sick days.

    Except as otherwise provided below, absence is chargeable as sick leave only when the employee is unable to perform his or her duties because of his or her illness or injury. Time off for an employee's routine appointment with a physician, dentist, hospital, or optometrist is charged to sick leave, provided it is not possible for the employee to schedule the appointment on the employee's own time (see also HRG02). The request for such time off shall be made as far in advance as possible. Such routine appointments usually are of less than a half-day duration; therefore, an employee is expected to return to the job as soon as the appointment is completed. A supervisor may request the employee to submit a written statement from the person with whom he or she had the appointment.

    An employee may use up to 40 hours of accumulated sick leave per calendar year to care for a sick family member. Family member as used in this policy shall be defined as those whom the employee considers as family. The care provided may include such activities as bed-side care, accompanying the family member to a doctor's appointment, and emotional support. (See also HRG02 , Flexible Scheduling, and HRG11, Family and Medical Leave.) Absences provided for in this paragraph shall not be considered as part of an employee's attendance record for purposes of job bidding.

    If an employee is charging sick leave and the employee's vacation accumulation reaches the maximum, the employee can charge vacation accumulation instead of sick leave, so that vacation earnings are not lost.

    If an employee expends all accumulated sick leave, additional absence, at the option of the employee, shall be charged to accumulated vacation. If the employee expends all accumulated vacation, or elects not to charge the absence to accumulated vacation, the employee shall be granted a leave of absence without pay in accordance with HR16, Leave of Absence Without Salary. For exempt staff, a salary deduction shall be made for absence in excess of accumulated sick leave or vacation, only if such absence is for a full day.

    An employee who retires on a pension who is eligible for continuation of insurance into retirement shall receive 1/4 the cash value of the employee's unused sick leave; provided, however, such payment shall not exceed an amount equal to (a) 100 hours of pay, or (b)136 hours of pay if the employee's accumulated sick leave balance is at least 3/4 of all sick leave earned. The cash equivalent of the unused sick leave is computed in the Workday Percentage Factor Calculator.

    SICKNESS AND ACCIDENT SUPPLEMENT:

    An employee who has five or more years of continuous service in a standing or fixed-term I position who is absent beyond 60 continuous calendar days for an illness or injury will be covered by the University's Sickness and Accident Supplement; provided, however, for absences not covered by FMLA, if the employee has used more than 48 hours of accumulated sick leave in the full 12 month period immediately preceding the absence without doctor's certification for such absences charged in excess of 48 hours, the employee shall not be eligible for the Sickness and Accident Supplement. The doctor's certificate must be submitted to the University prior to the beginning of the absence.

    The employee shall receive 1/3 of normally scheduled hours of pay for each work day missed while covered by the Sickness and Accident Supplement. In addition, the employee, at the employee's option, may charge the equivalent of 1/3 of normally scheduled hours of accumulated sick leave for each work day missed and therefore receive 2/3 pay. If an employee has used all of his or her accumulated sick leave, additional absence, at the option of the employee, may be charged as provided herein against accumulated vacation.

    An employee shall not be eligible to continue under the Sickness and Accident Supplement for an absence that continues beyond 180 continuous calendar days from the date of the beginning of absence for the illness or injury.

    Any payments received from the Sickness and Accident Supplement shall be reduced by payment from other sources such as Workers' Compensation, Social Security, or other non-individual disability coverages.

    Employees referenced under the "NOTE" in the Sick Leave section will continue on their former Sickness and Accident Supplement plan.

    ABSENCE FOR ON-THE-JOB INJURY:

    If an employee is absent from work as a result of an injury or illness compensable under the Workers' Compensation Act, Occupational Disease Act, or similar legislation, the following conditions apply:

    1. The employee has the option to request a leave of absence without pay or to charge the absence to his/her accumulated sick leave (or, if sick leave has been expended, to accumulated vacation, personal holiday, service days, or holiday compensatory time off). An employee electing to use such paid time off shall be charged 1/3 of normally scheduled hours a day for each work day of absence and shall continue to receive full salary.
    2. If all paid time off is exhausted, the employee shall be granted a leave of absence without pay.
    3. Leave of absence without pay shall not exceed 24 months.
    4. Any compensation checks the employee may receive while receiving full salary shall be endorsed and returned to the University. The employee shall retain any compensation checks received while on leave of absence without pay.
    5. The employee's contribution for all group healthcare and insurance coverages in which enrolled shall be paid by the University, if the employee is on leave of absence without pay following an on-the-job injury, provided the employee continues to receive Workers' Compensation insurance payments.

    HOLIDAYS:

    Each holiday established by the University is intended to give an employee on a 100% FTE appointment the benefit of eight hours of paid time off.

    1. The following 12 days are established as holidays:
      New Year's Day Labor Day
      Memorial Day Thanksgiving Day
      Independence Day December 25 and five additional days
      A Personal Holiday

      When December 25 comes on these days - The six holidays are:

      The Six Holidays
      Day Holiday Days
      Sunday December 25, 26, 27, 28, 29, 30
      Monday December 22, 25, 26, 27, 28, 29
      Tuesday December 24, 25, 26, 27, 28, 31
      Wednesday December 23, 24, 25, 26, 27, 30
      Thursday December 24, 25, 26, 29, 30, 31
      Friday December 24, 25, 28, 29, 30, 31
      Saturday December 23, 24, 25, 27, 28, 29

      The following are exceptions to the holiday provisions cited above:

      1. See HR88 for holiday provisions for less than 100% FTE appointments.
      2. Some areas substitute service days in lieu of some of the holidays listed above. Employees working in these areas should consult with their Human Resources Representative for details.
      3. A newly hired employee commencing employment in a standing or fixed-term I position during December shall receive only the December 25th holiday and the New Year's Day holiday, but shall not receive paid time off for the additional University holidays in December during that first December holiday period. If such employee is required to work on any of the additional University holidays occurring that December, the employee shall receive his or her regular pay for such day, but shall not be granted holiday compensatory time off for the number of hours worked on the day. However, such employee commencing employment in a standing or fixed-term I position who already had qualified for holiday pay as an employee in a wage payroll or fixed-term II position in accordance with HR5, shall receive pay for all of the University holidays, provided there is no break in service between the appointments.
    2. One personal holiday is earned each calendar year on January 1. A new employee in the first year of employment earns a personal holiday for that year after completing two months of employment. The personal holiday is scheduled in the same way in which vacation is scheduled.

      If not used, the personal holiday shall be carried over into the next calendar year but not thereafter.

    3. A nonexempt staff employee required to work a regularly scheduled work day on an official University holiday shall receive his or her regular pay for the holiday and shall be granted holiday compensatory time off at the rate of double time for the number of hours worked on the holiday, up to the number of hours normally worked by the employee on that day. At the option of the employee, the employee may receive the cash equivalent of 1/2 of compensatory time off earned on a holiday. Such payment shall be calculated using the employee's regular rate of pay. The option to receive such payment must be made within one calendar week following the holiday or holiday period. Holiday compensatory time off not converted to the cash equivalent shall be used for absences where vacation accumulation would be used.

      Time worked on a holiday in excess of the employee's normal daily hours shall be paid at two times the employee's regular rate of pay. Holiday compensatory time off shall not be earned for such additional hours worked.

      If a holiday should fall on a day not normally scheduled as a work day for an employee:

      1. The employee shall be granted eight hours of holiday compensatory time (see HR88 for positions that are less than 100% FTE). Such equivalent time off shall be granted whether or not the employee works on the holiday and shall be used for absences where vacation accumulation would be used.

      2. If the employee is required to work on such day, the employee also shall be paid at the rate of two times the employee's regular rate of pay for the hours worked, but shall not be granted additional holiday compensatory time off for such hours worked.
    4. An exempt staff employee required to work on a regularly scheduled work day on an official University holiday shall receive his or her regular pay for the holiday and shall be granted holiday compensatory time off at the rate of double time for the number of hours worked on the holiday. At the option of the employee, the employee may receive the cash equivalent at the employee's regular rate of pay for 1/2 of the compensatory time off earned on a holiday, not to exceed a normal day's gross pay for the employee. The option to receive such payment must be made within one calendar week following the holiday or holiday period. Holiday compensatory time off not converted to the cash equivalent shall be used for absences where vacation accumulation would be used.

      If a holiday should fall on a day not normally scheduled as a work day for an employee:

      1. The employee shall be granted eight hours of holiday compensatory time (see HR88 for positions that are less than 100% FTE). Such equivalent time off shall be granted whether or not the employee works on the holiday and shall be used for absences where vacation accumulation would be used.
      2. If the employee is required to work on such day, the employee also shall be granted additional holiday compensatory time off at the rate of double time for the number of hours worked on the holiday. At the option of the employee, the employee may receive the cash equivalent at the employee's regular rate of pay for 1/2 of such additional holiday compensatory time off earned, not to exceed a normal day's gross pay for the employee. The option to receive such payment must be made within one calendar week following the holiday or holiday period. Such holiday compensatory time off not converted to the cash equivalent shall be used for absences where vacation accumulation would be used.
    5. If a holiday occurs during the vacation or sick leave of an employee, it shall not be charged as a day of vacation or sick leave.
    6. An employee on no-pay status is not paid for holidays that occur during the absence.
    7. If a holiday listed above (other than December 25) occurs on a Sunday, the University shall observe it officially on the following Monday.
    8. The final date of pay status for an employee who indicates an intent to resign at a time near the December/New Year's holiday is determined in accordance with HRG14.

    OTHER PAID TIME OFF:

    Paid time off, other than sick leave, vacation, or holidays, includes:

    1. Death in Family

      Absence from work because of death in an employee's family shall be allowed with full pay on the following basis:

      1. For an employee's partner, brother or sister (including half-brother or half-sister); or for an employee's or an employee's partner's: parent (including stepparent, guardian, or foster parent), child or stepchild (including the partner of the child or stepchild), grandchild, up to 40 hours of leave to be used consecutively, provided such amount of leave is required. A guardian as used in this section shall mean a person who raised the employee and served in the place of the parent for a substantial portion of the employee's minority life.

      2. For the employee's or employee's partner's grandparent, niece, nephew, aunt or uncle, and partners of aunts and uncles or, the employee's partner's brother, sister, and partners of same, or, the partner of employee's brother or sister, up to 8 hours from the date of death through the date of the funeral inclusive.

        Death-in-Family Chart
        Family Member Employee's Employee's Partner's
        Partner up to 40 hours X
        Parent (including stepparent, guardian, or foster parent up to 40 hours up to 40 hours
        Brother or sister (including half-brother or half-sister) up to 40 hours up to 8 hours
        Partners of brother or sister up to 8 hours up to 8 hours
        Child or stepchild up to 40 hours up to 40 hours
        Partner of child or stepchild up to 40 hours up to 40 hours
        Grandchild up to 40 hours up to 40 hours
        Grandparent up to 8 hours up to 8 hours
        Aunt or uncle up to 8 hours up to 8 hours
        Partners of aunts and uncles up to 8 hours up to 8 hours
        Nephew or niece up to 8 hours up to 8 hours
      3. To calculate the amount of paid time off available to employees on an HR-88 appointment, multiply the amount of paid time off specified in 1. and 2. by the applicable annual FTE.

      An employee who would qualify for death-in-family paid time off for regular work hours missed under the provisions of this section who already is receiving paid time off chargeable either to vacation accumulation, holiday compensatory time, a personal holiday or sick leave accumulation, shall have such time off as applicable charged instead to death-in-family paid time off, up to the limits allowed under the provisions of this section.

      Additional time off shall be charged against the employee's vacation accumulation or as a payroll deduction, at the employee's option.

    2. Involuntary Jury Service

      If an employee is on jury duty, the University shall pay his or her full salary for time absent from work. If the approved time absent (as described above) results in the employee missing more than half his or her regularly scheduled work shift, the employee shall be excused from the remainder of the shift with no loss of salary. (See note below.)

    3. Volunteer Fire Fighting

      The full pay of an employee shall be paid during the time spent by the employee during his or her regular working hours in fighting fires or in answering other public alarms, provided that the employee is a member of the volunteer fire department that is engaged in the activity or, in the event of a forest fire, the employee is engaged in an organized forest fire fighting operation in the area in which the employee's campus or center is located. (See note below.)

    4. Ambulance Driving

      The full pay of an employee shall be paid during the time spent by the employee during his or her regular working hours in nonscheduled driving of an ambulance for a volunteer ambulance club or organization serving the community where the employee's campus or center is located. If an employee is a volunteer ambulance driver for a volunteer ambulance club or organization that does not primarily serve the community where the employee's campus or center is located, the full pay of the employee shall be paid during the time spent by the employee during his or her regular working hours in driving an ambulance provided:

      1. The driving is limited to unplanned emergencies, and

      2. The employee is not called from work to drive. (See note below.)
    5. Subpoenaed Witness

      If an employee is subpoenaed as a witness and is not a party to the legal action, the employee's full salary shall be paid for the time spent by the employee during his or her working hours as a witness. (See note below.)

    6. Certified Air-Raid Wardens, Airplane Spotters, Civil Defense Officials, and Civil Air Patrol Members

    7. An employee who is certified as an air-raid warden, airplane spotter, or civil defense official shall be paid his or her full salary for the time spent by the employee during his or her regular working hours on such duties, provided there is an authorized alert and the Civil Defense authorities have requested the employee to report for duty. A member of a Civil Air Patrol Group involved in an air search and rescue mission shall be paid his or her full salary for the time spent by the employee during his or her regular working hours, provided there is an authorized mission and the Civil Air Patrol authorities have requested the employee to report for duty. (See note below.)

    8. Emergency Rescue

      The full pay of an employee shall be paid during the time spent by the employee during the employee's regular work hours when engaged in an organized emergency rescue of someone trapped in a cave, provided the employee is a member of an established spelunking club or organization and the rescue activity is in the area in which the employee's campus or center is located. (See note below.)

      NOTE: In paragraphs b through g above, such time shall include time spent in the activity described, plus travel time, time necessary for normal sleeping, etc., as determined by management.

    OVERTIME - NONEXEMPT STAFF :

    Overtime is all authorized time worked by a staff member appointed to a nonexempt position for the University that is:

    1. In excess of 40 hours a week. In any week in which a University holiday occurs on an employee's regularly scheduled work day, or an employee has used other approved paid time off, such holiday or paid time off shall be considered as time worked.
    2. Performed on a day that is regularly scheduled as a day off for that employee, unless proper notice of a change in work schedule is given as provided in the Work Schedule section above.

    Overtime is permitted to be worked only after advance approval by the dean or administrative officer and shall be permitted only in unusual circumstances. Such approved overtime is paid for at the rate of time and one-half the hourly rate, or at the rate of two times the hourly rate if the overtime qualifies as holiday overtime.

    SHIFT PREMIUM - NONEXEMPT STAFF:

    Employees in nonexempt positions shall be paid a shift premium of $.60 per hour for work beginning between the hours of 1:00 p.m. and 9:59 p.m., and $.65 per hour for shifts beginning between 10:00 p.m. and 4:59 a.m. for all continuous hours worked on the shift. The shift premium shall be added to the base rate before the calculation of an overtime rate.

    DEFINITION OF WORK UNIT:

    For the purpose of applicable employment conditions for staff employees, each of the following is a work unit:

    1. Each academic college

    2. Each campus reporting through the Vice President for Commonwealth Campuses

    3. Each geographical location of The Dickinson School of Law

    4. The College of Medicine

    5. Graduate School

    6. Each administrative department headed by a dean or administrative officer (list maintained by the Office of Human Resources)

    7. Each Housing and Food Services facility at locations other than University Park

    UNAUTHORIZED ABSENCE:

    If an employee is absent from work and has not notified his or her supervisor, the employee will be considered as having abandoned his or her job at the completion of the third consecutive work day of unauthorized absence, unless the supervisor judges the circumstances to have been emergency in nature, and it can be shown that it was impossible for the employee to have given proper notification to the employee's supervisor.

    TERMINATION OF EMPLOYMENT:

    Employees should give adequate notice prior to the effective date of resignation. Ordinarily, one month is preferred, but a minimum of two weeks is required. Healthcare benefits may be continued by employees or dependents, as appropriate, under certain conditions; see the Faculty/Staff Benefits booklet.

    RE-EMPLOYMENT WITH THE UNIVERSITY:

    If an employee terminates employment with the University and is rehired after an interruption of service, the following conditions apply:

    1. The employee is a probationary employee.
    2. The employee does not receive service credit for his or her period of prior employment for the purpose of increasing the vacation accumulation rate, the length of leave of absence, or other working conditions related to length of service unless provided by University policy.
    3. The employee does not receive credit for any unused sick leave from a previous period of employment.

    CROSS REFERENCES:

    HR16 - Leave of Absence Without Salary (Other Than For Extended Active Military Service)

    HR19 - Leave of absence for Active Military Service or Training

    HR50 - Use of Accumulated Vacation at Time of Resignation or Retirement, or Upon Completion of a Fixed-Term I Appointment

    HR74 - Staff Vacancies Announcing Procedure

    HR88 - Full-time Equivalent Appointments

    HR90 - Extra Compensation for Exempt Staff Employees

    HRG02 - Flexible Scheduling

    HRG11 - Family and Medical Leave

    HRG14 - Termination of Employment Near Dec-New Year Holidays


    REVISIONS:

    May 1, 2011 - Layoff and Recall section deleted.

    December 2, 2010 - Overtime-Nonexempt Staff Section updated.

    November 5, 2010 - Added language to reflect the Competencies Classification System changes.

    July 1, 2010 - Probationary period extended to 12 months and death in family language clarified.

    October 10, 2003 - Major policy re-write.

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