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General Information

  • Federal and state laws require that federal, state, and local income taxes be deducted from an employee's compensation. Social Security taxes must also be deducted up to a specified limit referred to as the Social Security "wage base." The University matches the amount of Social Security taxes paid by an employee.
  • In addition, the University offers programs and benefits beyond those required by law, e.g. Kiewit Fitness Center memberships, U.S. Savings Bonds, United Way, etc. Eligible employees may voluntarily authorize deductions from employee's pay to cover the costs of participation in these programs
  • The University makes every effort to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in employee's pay, the employee should promptly bring the discrepancy to the attention of his/her supervisor, and/or Payroll to ensure that corrections can be made as quickly
    as possible

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Employees are expected to maintain a neat, clean, and professional appearance. An employee should either:

  • exercise appropriate judgement in selecting workplace attire; or
  • consult with supervisor regarding appropriate attire based on position duties and responsibilities.

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To view the Bridge of Service policy, click here.

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The University has a Business Travel Accident Insurance policy providing 24-hour coverage for injuries received by benefit-eligible employees while on an authorized University business trip.

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Employees should promptly notify Human Resources regarding any of the following changes:

  • Name change
  • Address or telephone number change
  • Emergency contact change
  • ** Family status change (birth, adoption, or death of a child)
  • ** Employment status change for spouse (beginning or ending a job or approved, unpaid leave of absence; or change in status to full- or part-time employment)
  • **Employment status change for employee (beginning or ending an approved, unpaid leave of absence; or change in status to full- or part-time)

**Asterisks denote life event changes that may permit modifications in the employee's benefit coverages before the next enrollment period.

It is important to note that employees:

  • Have 31 days from the date of a life event to make changes to insurance coverages and/or adjust dollars contributed to flexible dependent care and/or medical reimbursement accounts, and
  • Must provide appropriate documentation that qualifies for the requested change.

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Employees have no personal privacy right in anything created, received, or sent on or from Creighton's e-mail or voicemail systems, and by accessing the systems, employees expressly waive any right of privacy in anything they create, store, send, or receive on the systems. By accessing the systems, employees further consent to allowing Creighton management to access all material created, sent, or received on the systems.

  • Unauthorized copying and/or the unauthorized use of computer software programs is strictly prohibited. It is each employee's responsibility to become familiar with and understand the license rules for each software program used.
  • See Guide to Policies of Creighton University: Policy 2.2.15

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Employee Records
  • The employee file includes the application/resume, records of training, performance appraisals, disciplinary records, salary history, and other pertinent information. Employees may view their personnel file by contacting the Human Resources Department to schedule an appointment.
Student Records
  • See Guide to Policies of Creighton University: Policy 4.3.1
Release of Information
  • Absent a valid subpoena or court order, the University does not release confidential or personal information about employees, students, or patients to anyone outside the University. Information is disseminated internally on a strict "need to know" basis, except for information published in University directories.
  • Requests for salary/employment verifications for loan purposes or references must be directed to The Work Number service via www.theworknumber.com or by calling 800-367-2884. This service is used to facilitate all requests for employment and/or income verification.
Patient Health Records
  • See: Policies and Procedures Health Science Schools

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Creighton University, through its Health Sciences Schools, is involved in the delivery of health care services and items, some of which are paid for by Medicare and Medicaid. The federal government and the State of Nebraska have enacted laws to protect government programs, including Medicare and Medicaid, from waste, fraud and abuse. These laws include the Federal False Claims Act (the FCA), the Program Fraud Civil Remedies Act, and the Nebraska False Medicaid Claims Act. The FCA permits employees to bring actions against organizations that violate the FCA. The FCA also protects employees who bring such actions. The University through its Compliance Plan for Health Sciences Billing and Patient Services (the Billing Compliance Plan) seeks to prevent, detect and correct any fraud, waste and abuse in its delivery of health care services and items. The University will not tolerate retaliation against any employee who detects and reports fraud, waste or abuse through the Billing Compliance Plan or the FCA. Please see the Billing Compliance Plan and the Policy on False Claims Laws and Employee Reporting of Noncompliance for detailed information.

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In the event an employee needs to take a leave of absence for an illness, and the employee is ineligible for the Family Medical Leave Act (FMLA), it is within the discretion of the employee's supervisor, administrator, or dean to grant an unpaid disability leave of absence. If the employee participates in the group disability insurance plan and his/her illness extends beyond 30 calendar days, the employee may be eligible to receive paid disability benefits during the leave.

While on a disability leave:

  • employee's position is not protected by law.
  • employee must coordinate application for disability benefits with Human Resources, if applicable.
  • employee may use accrued sick leave and vacation hours as appropriate.

Request forms for Disability Leave may be obtained from the Human Resources Department, 402-280-2709.

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The Employee Development Program is co-sponsored by the Human Resources Department and University College. The program features half-day seminars that focus on topics designed to enhance employee work and personal skills. Sessions are normally offered during work hours and are treated as paid release time for participants in conjunction with prior supervisor approval. This important benefit is free to all Creighton employees. Program schedules are mailed to employees in the fall and spring of each year.

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The University observes an annual evaluation period of July 1 to June 30. It is expected that supervisors and employees meet periodically throughout the year to discuss the employee's progress and, if necessary, identify and correct areas of concern. The Employee Performance Evaluation form is available in Human Resources for this purpose.

  • At any time during the evaluation period, a supervisor may determine that a Performance Improvement Plan be developed for the employee.
  • Employees are encouraged to discuss with their supervisor or Human Resources any concerns regarding their employment.
  • Prior to implementing a Performance Improvement Plan, supervisors are required to contact Human Resources. Human Resources will consult with the supervisor to determine appropriate action.

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The Public Relations Department will maintain an all-University events calendar. To avoid scheduling conflicts, consult the calendar prior to scheduling an all-University event. If an employee has questions or concerns, contact the Public Relations Department at extension 2738 for assistance.

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Types of Excused Time Away From Work

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Employees who receive a summons for election and/or jury duty must notify his/her supervisor as soon as possible. The employee needs to present satisfactory evidence of the amount of time served on election and/or jury duty. The supervisor must 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 and/or jury duty

The Uniformed Services Employment
and Reemployment 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.

Necessary time off 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, grand-parents, grandchildren, or in-laws of the same degree. Funeral leave is reported on the timesheet under the Other Reportable Time category titled Bereavement. Bi-weekly paid employees should indicate the relationship to the deceased family member in the daily total area on the timesheet.

  • Non-exempt employees (those who are paid on a bi-weekly basis) shall be paid at the rate of one and one-half times pay for pre-approved hours worked in excess of 40 hours in a workweek.
  • The University defines a workweek as Saturday through Friday.
  • Non-working time paid by the University for sick leave, holidays, vacation, funeral, or personal time off is not included when determining overtime pay.

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It is the policy of the University to provide equal employment and educational opportunities to faculty, staff, students and applicants without regard to race, color, religion, sex, marital status, national origin, age, disability, citizenship, sexual orientation, veteran status, and any other groups protected by federal, state or local statutes. In addition, it is the policy of the University to comply with applicable state statutes and local ordinances governing nondiscrimination in employment and educational activities. It is also the policy of the University to address grievances that are perceived to be in violation of an institutional policy that are not governed by other specific grievance procedures. Upon notification, The Office of Equity and Inclusion will determine if an investigation is warranted, enabling the office to investigate and to take corrective action where appropriate.  

A member of the University community who believes himself or herself to be victim of harassment and/or discrimination is encouraged to report the information to The Office of Equity and Inclusion. The University requires all faculty and exempt staff to report any information they learn about discriminatory harassment, sexual harassment, discrimination, or sexual misconduct to the Office of Equity and Inclusion (see Mandatory Reporters Policy 2.1.26.). The University encourages non-exempt staff and students to report all instances of harassment and discrimination.

To contact the Office of Equity and Inclusion, please call 402-280-3189, or email oei@creighton.edu.

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The University holidays are based on the University calendar year (July 1 - June 30).  The designated holidays are:  Independence Day, Labor Day, Thanksgiving Day, day after Thanksgiving, Christmas holiday break (Christmas Eve Day through New Year's Day), Good Friday and Memorial Day.

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/clinic 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 (bi-weekly pay period 26 or monthly paid June 30) 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/clinics 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.
  • Holiday time is expressed in hours and displayed on the employee pay slip viewed through Employee Self Service.
  • Hourly paid employees receive holiday hours based upon their full-time equivalent (FTE) status up to a maximum of 8 hours per holiday occurrence. 
  • Full-time staff working 2,080 hours per year (40 hours per week times 52 weeks per year) receive 8 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 8 hours).  For example, a staff member working 1,040 hours per year will receive 4 holiday hours.   

Specific guidelines for monthly/exempt paid employees:

  • The University recognizes that some schools/departments/clinics 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 requirement to Human Resources/Payroll when a holiday is observed.

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The Human Resources Department is located in the Schneider Hall Bldg, extension 2709. Employees are encouraged to schedule appointments with representatives to discuss benefits or other matters. Office hours are 8:00 a.m. to 4:30 p.m., Monday through Friday.

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Creighton is committed to employing only United States citizens and aliens authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship and/or national origin. The Immigration and Reform Act of 1986 requires all United States employers to verify identity and work eligibility of persons hired or rehired after November 6, 1986. All newly hired or rehired staff members and student employees must establish thier identity and work eligibility within the first three days of employment or the employee will be terminated.

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  • The University offers a wide selection of insurance programs that include, but are not limited to, health/vision, dental, life, and long-term disability, etc.
  • The University has a Business Travel Accident Insurance policy for benefit-eligible employees while on an authorized, University business trip providing worldwide
    24-hour coverage for death or dismemberment.
  • Any mention of insurance programs in this document is provided for informational purposes only. In all cases, insurance benefits and eligibility requirements, etc., are subject to the terms of the insurance contracts currently in effect.
  • Upon separation of employment from Creighton University for any reason other than gross misconduct, an employee may elect to continue group medical and/or dental coverage for eighteen (18) months at group rates as long as the employee pays the required monthly premiums.
  • To obtain further details about the insurance programs, contact the Human Resources Department at 402-280-2709.

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Employees may have Iowa income tax deducted from their paychecks. Contact Payroll at extension 2769 for the necessary form or if you have questions.

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  • Creighton recognizes that situations may occur requiring an individual to take a leave of absence. Generally, if the duration of the employee's absence will extend beyond two weeks, a Leave of Absence Request form must be completed prior to employee's leave. All leaves of absence must be coordinated through the employee's department head or administrator and Human Resources.
  • Employee must request an extension of employee's leave of absence, two weeks prior (if possible) to the expiration of the leave. If employee's leave extends beyond 90- calendar days, or if employee does not receive a Creighton paycheck, employee does not accrue sick leave or vacation hours.
  • The Human Resources Department will review each case on an individual basis to determine if a position should be held open during a leave of absence. If approval is given to hold a position open, it cannot be held open longer than six months without additional approval from the Director of Human Resources.
  • Employee must return to work on the first working day following the expiration of employee's leave of absence; otherwise the University will consider employee as having voluntarily terminated his/her employment.

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  • Employees who work six or more hours a day are permitted a 30-minute lunch period approximately halfway through the work day and are encouraged to leave the department.
  • The lunch period is without pay.
  • Supervisors may schedule staggered lunch periods to maintain uninterrupted departmental service. A non-exempt employee may not work through a lunch period without prior approval of the supervisor. The supervisor will not permit or require employees to work during the lunch period, unless the needs of University business deem it necessary.
  • If a non-exempt employee is permitted or required to work through the day without a lunch period, time worked during the lunch period will be recorded as hours worked and will be handled in one of two methods:
    1. Paid as overtime, if hours worked in the work week exceed 40 hours; or
    2. Compensatory time off to be taken during the same work week.
  • Employees should not be allowed to forego a lunch period during the day in order to take time off at the beginning or end of the day.

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The University maintains medical professional liability insurance. Employees and students are protected against covered claims while acting within the scope of their duties as employees and students of Creighton University. Employees and students are not protected while acting in a non-medical capacity.

The malpractice statement is not a contract of insurance coverage nor is it intended to provide insurance coverage. In all cases, insurance benefits, coverage and eligibility requirements, etc., are subject to the terms of the insurance policies.

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An employee should not use the University's name nor his/her employment status in any opinion or certificate concerning the following:

  • The merit or credit of any business undertaking;
  • The value of any scientific and practical invention;
  • The sponsorship of an organization;
  • The support of a political candidate;
  • Any commercial venture or enterprise, and/or;
  • Any endeavor which may bring discredit to the University.

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A 90-day orientation period applies to all new, re-hired and transferring employees. The orientation period allows employees and supervisors time to determine if the employee is satisfactorily performing the duties of the position.

It is expected that supervisors and employees meet periodically throughout the orientation period to discuss the employee's progress and, if necessary, identify and correct areas of concern. The Employee Performance Evaluation form is available in Human Resources for this purpose. Employees are encouraged to discuss performance issues or any other concerns with their supervisors or the Employee Relations Administrator.

At any time during the orientation period, a supervisor may determine that the orientation period should be extended or the employee should be terminated. Prior to extending the orientation period or taking any disciplinary action, supervisors must contact the Employee Relations Administrator to determine the appropriate action.

The employee will receive written notification of an extension of the orientation period. The notification will contain the reasons for the extension, the length of the extension and the specific improvement necessary for the employee to maintain employment.

The employee will receive written notification of a termination of employment. The notification will contain the date of termination and the reason(s) for termination.

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Requests for parking permits should be made to Public Safety, extension 2104. A fee is charged and may be automatically deducted from your paycheck.

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Direct deposit of your paycheck is mandatory for all employees. Checks are directly deposited in your specified account on the actual payday. An Authorization Agreement for Automatic Deposit must be completed.

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Payday for bi-weekly/hourly employees is every other Friday.

Payday for salaried/exempt employees is the first day of every month. If the payday falls on a weekend or University holiday, the payday is the first workday after the weekend or holiday.

Deposit advices are distributed to drop-off points on campus and will be disseminated to employees by the close of business on payday.

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If an employee needs to take a leave of absence for personal reasons that do not qualify under the FMLA, it is within the discretion of the employee's departmental supervisor, administrator or dean to grant an unpaid personal leave of absence. If the employee participates in any of the group insurance plans, the employee will be responsible for the total premium cost while on a personal leave of absence.

While on personal leave:

  • The employee's position is not protected by law.
  • The employee may request to be paid for earned vacation, however, employee will not be paid accrued sick leave.
  • The employee is not covered under the group disability insurance program.
  • The employee does not accrue sick leave or vacation hours if the leave is unpaid.

Request forms for Personal Leave may be obtained from the Human Resources Department, 402-280-2709.

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Employees are encouraged to explore opportunities for promotion or transfer within the University. Vacancies are published in the Creighton Today and at www.creighton.edu/HR/careers.

Employees who have completed six months of service in their present position may apply for a job posting through the Job Site.

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All cases of accidental injury to the general public should be reported to the Risk Management Office. A Creighton University Incident Report may be obtained from your supervisor or the Risk Manager.

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  • Employees who work six or more hours a day are allowed two rest periods of 15
    minutes each - one in the morning and one in the afternoon. Rest periods are paid working time and must not be abused.
  • Supervisors will schedule staggered rest periods to maintain uninterrupted service. When necessary, supervisors may alter or forego scheduled rest periods due to the demands of the department.
  • If this occurs, employees may not independently decide to exchange rest periods for time off at other times throughout the day.
  • If an employee works through a rest period for any reason, no additional compensation is due.
  • Employees should not forego rest periods during the day in order to use time at the beginning or end of the day

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Employees have an opportunity to save for their retirement through a 403(b) tax-deferred retirement plan. Contributions from your salary are made through payroll deduction on a tax-deferred basis. The University offers a wide range of investment options.

Employees are eligible to begin their contribution immediately upon employment. On-line enrollment by the employee is required and can be completed by accessing the Principal website at www.principal.com. The Creighton University contract/account number is 615443. Initial user name is the employee's SSN. After two years of qualified employment, an employee's contribution will be matched with University dollars according to the current matching schedule, and the percentage amount being contributed at the time. If an employee chooses not to enroll, Creighton will automatically begin the 2% minimum contribution upon reaching the 2-year anniversary waiting period. If deferring own monies at a later date, the corresponding match will begin the first available payroll after.

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Employees are responsible for University property, materials or written information in their possession or control. All University property must be returned in satisfactory condition immediately upon request or upon voluntary/involuntary separation of employment. Where permitted by law, the University may withhold from an employee's wages the cost of any item that is not returned or is not in satisfactory condition. The University will take appropriate action to recover or protect its property.

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The Occupational Safety and Health Act (OSHA) requires training for certain employees at the time of hire and/or transfer and annually thereafter. OSHA standards may also require specific actions such as the Bloodbourne Pathogens Standard which is an immunization for Hepatitis B for all "at risk" employees. Other mandatory training includes Hazard Communications, Laboratory Safety Standards, Lockout/Tagout Programs, Electrical Safety and Chemical Hygiene.

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Employees may purchase Savings Bonds through payroll deduction. An enrollment card may be obtained from Payroll.

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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 should return to work when the crisis or emergency has passed. With coordination and approval from the staff's supervisor, accrued vacation time may be used after the emergency situation has subsided and the family member needs further care. Staff should contact Human Resources in situations involving extended care to determine if FMLA applies.
  3. Sick leave hours may be used for doctor or dental appointments and to accompany dependent children or spouse when the staff'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. 

Staff are eligible to use accrued sick leave hours after completion of 90 days of employment or re-employment. Available hours will display on the pay slip viewed through Employee Self Service. 

Changes in work status that affect sick leave 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 sick leave hours with the pay period in which the change takes effect.

Employment classifications excluded from this policy include: faculty, medical residents (house staff), 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 8 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 member working 1,040 hours per year will accrue 4 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 pay slip viewed through Employee Self Service.   

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 timesheet 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 retirement or separation of service.

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All employees are required to participate in the Social Security Program. Payroll deductions are made on every dollar you earn up to a maximum rate and salary base prescribed by law. The University contributes a like amount. The rate and base are subject to change.

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To avoid disruption of Creighton's operations, the following rules apply to solicitations and distribution of literature on Creighton property:

  • Employees may not solicit other employees for membership, contributions, funds, or other purposes during the employee's working time.
  • Employees may not distribute literature (other than information about Creighton) at any time for any purpose in working areas.
  • Persons who are not employed by Creighton may not solicit or distribute literature on Creighton property at any time for any purpose.

Working time includes the working time of both the employee doing the soliciting and/or distributing and the employee to whom the soliciting and/or distributing is directed. Working time does not include break periods and/or meal periods.

In some instances, the collection of money for presents, flowers, parties, donations, or for cases of particular hardship may be considered appropriate. In these exceptional cases, such collections may be permitted with the approval of management. All such approved solicitations should be made during regularly scheduled rest and lunch periods.

The only exception to the above is that Creighton may authorize the solicitation of funds for recognized and established charities which benefit the general community.

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Non-exempt employees are issued a computer-generated time sheet to record actual hours worked and/or hours of absence from work during the pay period. The time sheets require the employee's and the supervisor's signature. Time sheets are due in Payroll every other Friday by 11:00 a.m. The weekly reporting period is Saturday through Friday.

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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.  

Staff are eligible to use accrued vacation hours after completion of six months of employment or re-employment.  Available vacation hours will display on the pay slip viewed through Employee Self Service.  

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 (house staff), 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 Employee Self Service.  

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 will not be approved if the time away would adversely impact school/department operations.  A supervisor may deny the request if the school/departmentís 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 timesheet 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. 

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.

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Supervisors will advise employees of the individual work schedule. Staffing needs and operational demands may necessitate variations and/or changes in starting and ending times, as well as variations in the total hours that may be scheduled each day and week. The University will strive to give employees adequate advance notice of schedule changes.

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Safety on the job is everyone's responsibility. All cases of accident or injury should be reported immediately to the employee's supervisor. The employee and the supervisor should complete an Incident Report within two days and forward it to the Risk Management Office. An Incident Report may be obtained from your supervisor or the Risk Management Office.

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