Other Paid Time Off

An employee is entitled to bereavement leave because of the death of the employee's spouse, or the employee's or spouse's child, stepchild, parent, stepparent, brother, stepbrother, sister, stepsister, grandparent, step grandparent, great grandparent, step great grandparent, grandchild, step grandchild, great grandchild or step great grandchild.  

Approval

A department head or designee may approve one to five (1-5) working days of bereavement leave with pay for the death of an employee's family member.  

Requests for more than 5 days should be reviewed on a case-by-case basis and require approval by the division vice president or the president for those units reporting directly to the president. 

  • Leave hours are not required to be consecutive, but must be taken within 30 days from the date of death.
  • Contact Human Resources at ext. 2630 with any questions or concerns.

An employee will be allowed sufficient time off to vote in national, state and local elections.

An employee is entitled to a leave of absence for jury service. An employee is not required to account to the system for any fee or compensation received for the jury service.

A veteran who served in the army, navy, air force, coast guard, or marine corps of the United States as defined by Government Code § 434.023(a) or the Texas National Guard as defined by § 431.001, and eligible for health benefits under a program administered by the Veterans Health Administration of the United States Department of Veterans Affairs, may be granted leave without a deduction in salary or loss of vacation time, sick leave, earned overtime credit, or state compensatory time to obtain medical or mental health care administered by the Veterans Health Administration of the United States Department of Veterans Affairs, including physical rehabilitation. Leave granted may not exceed 15 working days each fiscal year.

An employee is entitled to a leave of absence up to five working days each fiscal year to serve as a bone marrow donor or up to 30 working days each fiscal year to serve as an organ donor. An employee is entitled to sufficient time off to donate blood up to four times each fiscal year. The employee must obtain approval from the employee’s supervisor before taking time off and, upon returning to work, must provide proof of the blood donation.

An employee who is a certified disaster service volunteer of the American Red Cross or who is in training to become a volunteer may be granted up to 10 working days of leave each fiscal year to participate in specialized disaster relief services. The leave must be requested by the Red Cross, approved by the governor and authorized by the employee's supervisor. The Texas Division of Emergency Management will coordinate the list of eligible employees.

An employee who is a volunteer firefighter or an emergency medical services volunteer is entitled to a leave of absence up to five working days each fiscal year to attend fire service or emergency medical services training conducted by state agencies or institutions of higher education. The CEO or designee may grant leave to allow volunteer firefighters or emergency medical services volunteers to respond to emergency fire or medical situations. Prior to granting such leave, a member will establish guidelines for the request and approval of leave in these circumstances.

An employee is entitled to a leave of absence up to five hours each month to participate in mandatory training or perform volunteer services for Court Appointed Special Advocates.

An employee who is a foster parent to a child under the conservatorship of the Department of Protective and Regulatory Services is entitled to a leave of absence to attend Department of Protective and Regulatory Services meetings or school district admission, review and dismissal meetings regarding the foster child.

An employee who is a person with a disability is entitled to a leave of absence for up to 10 working days each fiscal year to be trained in the use of an assistance dog.

 

UNPLANNED CLOSURE

  • Employees who are eligible for paid time off will receive “emergency leave” and will receive pay for the time the University is closed. 
  • The payroll department will auto-populate emergency leave on timesheets in Workday.
  • Employees who are not eligible for paid time off will not get paid.  This includes student workers and temp/casual employees.
  • Supervisors must inform the Human Resources Office of any exempt employees who worked during the closure so that compensatory time can manually be added in Workday.

 DEPARTMENT CLOSURE ONLY

  • Employees who are eligible for paid time off will receive “emergency leave” and will receive pay for the time the University is closed. 
  • Employee must submit emergency leave in Time-Off Worklet via Workday.

EARLY RELEASE

  • Employees who are eligible for paid time off will receive “emergency leave” and will receive pay for the time the University is closed. 
  • The payroll department will auto-populate emergency leave on timesheets in Workday.
  • The University may determine that some departments remain open to serve our student population.  If department is required to remain open, employees that work will be given compensatory time for use on a future date.
UNSAFE WORKING OR TRAVEL CONDITIONS

When an office or work site closes because of hazardous conditions or unsafe travel conditions, the employees scheduled to work will be granted emergency leave for 31.03.03 Leave of Absence with Pay the time the work site is closed. Employees who are required to work during the time an office or work site is closed because of hazardous conditions or unsafe travel conditions will accrue compensatory time.

The CEO or designee may also grant emergency leave when the member does not officially close, but hazardous or unsafe travel conditions delay or prevent an employee from being at work during the employee’s scheduled work hours.  Additional approval is required.

EMERGENCY EVACUATION ORDER

If an emergency evacuation order is issued by state or local government, each employee scheduled to work should be granted emergency leave for the duration of the order. Emergency service personnel or others needed to provide for the safety and well-being of the general public or for the restoration of vital services will not be granted leave, but will accrue compensatory time.

* The University reserves the right to mandate employees work from an alternate location, use paid time off, or unpaid time off if paid time off is not available.