Hours of Work, Accrued Benefits and Leave Requirements

  1. INTRODUCTION

    The following is a summary of the University’s regulation regarding Hours of Work, Accrued Benefits and Leave requirements. For specific information regarding any of the following provisions, please refer to the University’s Personnel Program where the full text of the regulation is contained orcontact the Office of Human Resources.


  2. HOURS OF WORK


    1. Work Week

      2. The standard work week consists of 40 hours for full-time employees. Employees are expected to work their assigned work schedules unless on approved leave.

    2. Overtime (applicable to hourly employees only)

      3. All overtime must be approved in advance by the appropriate supervisor before an employee is permitted to work in excess of a 40 hour work week. Overtime pay will be paid at the rate of 1 ½ times the total hours worked in excess of the 40 hour work week. Employees will be paid overtime compensation earned no later than the following work week unless the excess time is designated as compensatory leave.

    3. Compensatory Leave (applicable to hourly employees only)


      1. Overtime Compensatory Leave – employees, with their supervisor’s approval and who first execute a Compensatory Time Agreement with their supervisor; may elect to receive compensatory leave rather than overtime pay. Like overtime pay, overtime compensatory leave accrues at the rate of 1 ½ times the total hours worked in excess of the 40 hour work week.


      2. Priority of Use - employees must use accrued compensatory leave prior to using any other types of accrued leave (i.e., annual or sick).


    4. Paid and Unpaid Leave Status

      The following applies to employees on paid or unpaid leaves: (a) if an employee takes leave on an unpaid status for one or more pay periods, the employee (or his/her designee if the employee is unavailable) must meet with the Human Resources benefits staff prior to going on unpaid leave; (b) during approved unpaid leave for parental, foster care, medical, or military reasons, an employee may use accrued leave to continue the contributions to State benefits and other expenses; (c) Generally, an employee will be employed in the same or similar status upon completion of an approved leave period; and (d) while on paid leave, an employee may not be employed elsewhere unless the requirements for outside activity are met.

  3. ACCRUED BENEFITS


    1. Sick Leave


      2. Sick leave accrual for full-time employees will be as follows with proportionate accrual for employees who are less than full-time.


      Hours Accrued During Pay Period
      Employee Type Monthly Bi-Weekly
      Faculty   8.667 4
      Administrative   8.667 4
      Executive Service 10.883 5
      Support   8.667 4




       







      1. Sick leave must be accrued before use unless it is available through the University’s Sick Leave Pool. There is no maximum amount of sick leave that an employee may accrue.

      2. Sick leave is authorized for the following purposes: (a) the employee’s personal illness, injury, exposure to a contagious disease, a disability where the employee is unable to perform assigned duties or appointments with health care providers; and (b) the illness, injury, appointments with health care providers, or death of a member of the employee’s family.

    2. Annual Leave

      1. Annual leave for full-time employees will accrue as indicated below with proportionate accrual for employees working less than full-time. Academic year (39 weeks) employees and employees appointed for less than 9 months do not accrue annual leave.


        2. Hours Accrued During Pay Period
        Employee Type Monthly
        Bi-Weekly
        Year-End Maximum
        Faculty 14.667 6.769 352
        Administrative 14.667 6.769 352
        Executive Service 20 9.195 480
        Support
        (months of service)         		   
            0-60   8.667 4 240
            61-120 10.833 5 240
            Over 120 13 6 240


      2. Annual leave must be accrued prior to use.


      3. Employees with accrued annual leave in excess of the year end maximum as of December 31 will have any excess annual leave converted to sick leave on an hour-for-hour basis on January 1 of each year. The employee may retain hours in excess of the year end maximum with the approval of the Director of Human Resources on a case-by-case basis.

  4. OTHER LEAVES

    1. Administrative Leave

      2. Employees are provided paid administrative leave for the reasons listed below:

      1. Jury Duty

      2. Summons as Witness

      3. Athletic Competition (Olympics)

      4. Official Closing of the University

      5. Florida Disaster Volunteers

      6. Civil Disorder

      7. Voting in Public Elections – 2 hours

      8. (University) Investigations

      9. Disciplinary Notice

      10. Best Interests of the University.


    2. Bereavement Leave

      An employee may use up to 3 days upon death of family member (spouse, parent, child, brother, sister, spouse of a child, brother, sister or parent, child, brother, or sister of spouse, grandparent, grandchild, aunt, uncle, first cousin, niece or nephew). Person engaged to be married to employee.

    3. Compulsory Leave

      If an employee is unable to perform the duties of his/her position, the University may place the employee on compulsory leave. The University will provide the employee notice of the duration of the leave and may require the employee to undergo a medical examination to ascertain whether the employee has the ability to perform his/her required job duties. To return from leave, an employee must receive a release from the examining physician stating the employee can perform the required duties of his/her employment. Generally, if released to return to work, the employee will be returned to his/her prior position. If an employee fails to comply with the conditions of the compulsory leave or fails to obtain a physician’s release stating he or she can return to work, the employee may be subject to dismissal as a result of the inability to perform his/her required job duties.

    4. Family Medical Leave Act (FMLA)

      Employees who have worked at least 12 months and at least 1250 hours in the 12 months prior are provided 12 workweeks (480 hours) of leave under FMLA within a 12-month period, which is calculated on a rolling year basis.

    5. Military Leave

      Military leave and reemployment rights will be provided to Faculty, Administrative, and Support employees consistent with Federal and State laws.

    6. Parental Leave

      Employees will be provided with up to six (6) months unpaid parental leave during which time the employee may use accrued leave when the employee becomes a biological or adoptive parent. Parental leave may begin two weeks prior to the expected date of the child’s arrival unless otherwise approved by the Director of Human Resources.

    7. Workers’ Compensation

      Employees are provided coverage for job-related injuries consistent with Florida Workers’ Compensation Law. If an employee is required to take leave as a result of a workers’ compensation injury, leave under FMLA will run concurrently with the workers’ compensation leave. If after a workers’ compensation injury and/or leave from work, an employee is unable to return from leave to work full-time and perform the duties of the position, the University may consider various employment options.

  5. RETIREMENT

    All eligible Faculty and Administrative employees are enrolled in the Optional Retirement Program (ORP) unless employees elect to participate in the Florida Retirement System. Support employees are enrolled in the Florida Retirement System (FRS Pension or FRS Investment Plans), except those who remain in the State and County Officers and Employees Retirement System or the Teachers Retirement System.