Time Off

Employees who receive a summons for election duty/jury duty/civil duty must notify his/her supervisor as soon as possible. The employee must present satisfactory evidence of the amount of time served on election, jury and/or civil duty. Contact Payroll for instructions on completion of the time sheet. Employees must submit a copy of the check and/or any other court related documents to their supervisor for submission to Payroll. the University will pay the difference between regular wages and the amount received for election, jury and/or civil duty.

The Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA) is a federal law which:

1. Makes it unlawful for an employer to refuse an employee's military leave of absence; or
2. To discriminate in employment or re-employment based on military service.

Any employee who is or may be called up for active duty; active or inactive duty training; full-time National Guard duty; absence from work for an exam to determine a person's fitness for any form of duty; or to perform funeral honors duty by National Guard or reserve members should consult with the Human Resources staff for a complete explanation of the employee's rights under USERRA. An employee must provide advance written or verbal notice to Creighton of all expected military duty, unless giving notice is impossible, unreasonable, or precluded by military necessity. For purposes of this law, the term "service" means performing military duty on a commission or non-commission status, and on a voluntary or involuntary basis, in a uniformed service. Commitments for temporary active duty with the military reserve or National Guard should be scheduled for non-work periods. If temporary active duty cannot be completed using vacation, the University will make up the difference between any lost University pay and the military pay earned while on active duty.

Up to three working days may be allowed without loss of pay for attending the funeral of an immediate family member. Members of the immediate family are defined as father, mother, spouse, son, daughter, brother, sister, grandparents, grandchildren or in-laws of the same degree. Funeral leave is reported on the time sheet under the category titled Bereavement. Employees should indicate the relationship to the deceased family member on the time sheet.

The Holiday Plan operates under the following general guidelines:

• While the University has established a designated holiday schedule, the observance of a University designated holiday is based on the individual school/department business necessity and the individual requirements of the position.
• Paid holidays are granted to benefit-eligible staff.
• Holidays not used by the end of the fiscal year (biweekly pay period ending June 23, 2016) are forfeited and do not carry over to the next fiscal year.
• Holidays may not be taken in advance.
• Unused holidays are not paid at the time of separation of service or retirement.

Specific Guidelines for Biweekly/Hourly Paid Employees

• The University recognizes that some schools/departments must remain open on designated holidays. If you are unable to observe a designated holiday, the hours will be stored for later use within the current fiscal year. In some situations, when future usage is not practical, a department may choose to pay out the holiday hours in addition to hours worked on the holiday. Holiday hours used at a later date must be coordinated in advance with your supervisor.
• Paid holiday time is express in hours and displayed on the employee payslip view through myHR.
• Full-time staff working 2,080 hours per year (40 hours per week times 52 weeks per year) receive eight hours per holiday.
• Staff working less than 2,080 hours per year receive holiday hours on a pro-rated basis (up to the maximum of eight hours). For example, a staff member working 1,040 hours per year will receive four holiday hours.

Specific Guidelines for Monthly/Exempt Paid Employees

• The University recognizes that some schools/departments must remain open on designated holidays. If you are unable to observe a designated holiday,you should arrange with your manager to observe the holiday at a later date within the current fiscal year.
• There is no reporting requirements to Human Resources/Payroll when a holiday is observed.

Holiday Schedule

Purpose

Sick leave hours are awarded to benefit-eligible staff to allow staff to be paid for necessary time away from work for the reasons outlined below:

1. Personal illness. If an illness extends beyond three days or the staff member is hospitalized, the staff member should apply for protection under the Family Medical Leave Act (FMLA). It is the supervisor's responsibility to immediately report potential FMLA situations to Human Resources.
2. Illness of a member of the immediate family when one's presence and assistance is necessary in an emergency situation. Immediate family is defined as a spouse, dependent children, and parents (including parents-in-law). Staff member should return to work when the crisis or emergency has passed. With coordination and approval from the staff member's supervisor, accrued vacation time may be used after the emergency situation has subsided and the family needs further care. Staff member should contact Human Resources in situations involving extended care to determine if FMLA applies.
3. Doctor or dental appointments and/or to accompany dependent children or spouse when the staff member's presence is necessary. These appointments must be coordinated and approved by the supervisor in advance. Appointments need to be made at a time that presents the least amount of inconvenience or interruption to the office.

Eligibility

Staff hired to work 1,040 hours or more per year will accrue sick leave hours beginning on their first day of benefit-eligible employment or re-employment. Available hours will display on the payslip viewed through myHR. Changes in work status that affect sick leave accrual will place on the first day of the pay period in which the change takes effect. Staff hired into a non-benefit eligible status and who later become benefit eligible will begin to accrue sick leave hours with the pay period in which the change takes effect. Employment classifications excluded from this policy include faculty, medical residents (housestaff), and residents in pharmacy, physical therapy and occupational therapy programs.

Accrual

Benefit eligible staff accrue sick leave hours each pay period based on annual scheduled hours. Full-time staff working 2,080 hours per year (40 hours per week times 52 weeks per year) accrue eight hours per month if paid monthly and 3.69 hours per pay period if paid biweekly. Staff working less than 2,080 hours per year earn sick leave hours on a pro-rated basis (based on the full-time accrual rate). For example, staff working 1,040 hours per year will accrue four hours per month if paid monthly and 1.85 hours per pay period if paid biweekly. Sick leave hours are updated each pay period to reflect sick hours taken and additional hours earned. Available hours will display on the payslip viewed through myHR.

Maximum Hours

Sick leave will accrue up to a maximum of 240 hours (30 days) for all benefit eligible staff regardless of work status, job level, or pay frequency. If the maximum limit is reached, accruals will stop until the hours balance falls below the maximum limit. In the pay period in which a balance reaches the maximum cap, the amount of accrual is determined by the hours balance after any hours used during the pay period are subtracted. No pay will be received for hours missed if sick leave hours are not available. 

Requesting Time Off

If accrued sick leave hours are not available and approval is granted to take the hours as unpaid, the hours will be recorded on the time sheet as sick leave; however, the hours will not be paid. A negative sick leave balance is not permitted.

Payment of Unused Hours

Unused sick leave hours are not payable at the time of separation of service or retirement.

Purpose

Vacation hours are awarded to benefit eligible staff to allow for paid time off from work, with supervisor approval.  

Eligibility

Staff hired to work 1,040 hours or more per year will accrue vacation hours beginning on their first day of benefit eligible employment or re-employment. Available vacation hours will display on the pay slip viewed through myHR. Changes in work status that affect vacation accrual will take place on the first day of the pay period in which the change takes effect. Staff hired into a non-benefit eligible status and who later become benefit eligible will begin to accrue vacation hours with the pay period in which the change takes effect. Employment classifications excluded from this policy include: faculty, medical residents (housestaff), and residents in pharmacy, physical therapy and occupational therapy programs. 

Accrual

Benefit eligible staff accrue vacation hours each pay period based on annual scheduled hours, job level and years of benefit eligible service. Staff working less than 2,080 hours per year earn vacation hours on a pro-rated basis (based on the full-time accrual rate). Vacation hours are updated each pay period to reflect vacation hours taken and additional hours earned. Available hours will display on the pay slip viewed through myHR.

Vacation Accrual Chart

Maximum Hours Limit

Vacation hours may be accrued up to a maximum of twice the annual accrual amount. Vacation hours do not accrue past the maximum number of hours based on job level, scheduled annual hours and length of benefit eligible service. If the maximum limit is reached, accruals will stop until the hours balance falls below the maximum limit. In the pay period in which a balance reaches the maximum cap, the amount of accrual is determined by the hours balance after any hours used during the pay period are subtracted. No pay will be received for hours missed if vacation hours are not available.

Requesting Time Off

Time off must be requested in accordance with the established school/departmental procedure. Requests are subject to approval by the supervisor and may not be approved if the time away would adversely impact school/department operations. A supervisor may deny the request if the school/department?s operations are impacted or if the individual does not have the necessary amount of accrued time available. If accrued vacation hours are not available and approval is granted to take the hours as unpaid, the hours will be recorded on the time sheet as vacation; however, the hours will not be paid. A negative vacation balance is not permitted. 

Payment of Hours Balance

Any unused, accrued vacation hours will be paid at time of separation of service or retirement. If a status change from benefit eligible to non-benefit eligible occurs, vacation accrual will end and any unused, accrued vacation hours will be paid at the base rate in effect at the time of the change.