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Preface

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A. Reporting absences

B. Absences with pay and benefits accrual

C. Absences without pay and without benefits

D. Absences without pay and with benefits

 

Absences With and Without Pay
AFSCME 2.15

Revised July 1, 2006

A. Reporting absences

1. All employees are expected to be at work on a regular basis, and are personally responsible for reporting anticipated absences to their supervisor before they are scheduled to begin the workday

   1. If the absence is due to an emergency, the employee must notify the supervisor as soon as possible as to the reason and expected time of return.

   2. Three consecutive working days absence without proper notification to supervision may be cause for termination.

   3. Five consecutive working days absence without notification to supervision is cause for termination.

B. Absences with pay and benefits accrual

1. Benefits will be accrued and pay received for absences allowable under the policies which explain vacation, income protection, holidays, compensatory time off for overtime worked, funeral attendance, court or jury duty, military training, voting, adverse weather/working conditions.

C. Absences without pay and without benefits accrual

1. Pay is not received and benefits are not earned while on temporary reduction in force, leave of absence, or when absence or tardiness is not covered by any option explained in Sections B. or D.

2. Continuous periods of absence without pay can cover a maximum of 30 calendar days (100% FTE, prorated for part-time staff); if employee has not returned to the job, a Leave of Absence or termination must be initiated.

D. Absences without pay and with benefits

1. An employee is serving military duty. This additional accrual is limited to vacation or PTO and is equal to the amount that the person would have earned had the military leave of absence not occurred, up to a maximum of one year's additional accrual. The rules on the maximum usage of vacation or PTO in a year will continue to apply.

2. Benefits are also earned during absences without pay under the following conditions:

   1. the period of absences must be less than 30 calendar days, and

   2. the employee is prevented from working due to a short layoff (see Policy 2.13), or at the request of the supervisor/department head; or,

   3. the employee cannot travel to work because of adverse weather (but the campus is not closed), or is prevented from working because conditions or facilities make it impossible or impractical to work.