Wayne State University contract:

 

A. Sick Leave

 

The University and the Union recognize that employee illness and injury may be unavoidable and that the absence as a result of such illness and injury will occur from time to time. The Employer and the Union recognize that the flexibility and informality of the prior practice has proven to be of benefit to all parties, and desire to maintain that policy.

 

Accordingly, the parties agree not to adopt formal language governing sick leave, but to continue prior practice. In the event that the Employer or Union determines that the prior practice is impracticable or has created abuse or excessive sick leave, the prior practice may be terminated immediately upon written notice to the Union or employer. In the event of such notice, negotiations will begin immediately regarding language to be incorporated into this agreement regarding sick leave.

 

B. Bereavement Leave

 

In the event of the death of an individual with whom an employee shares a close personal relationship, the employee should be granted a leave of absence with pay of not more than five calendar days. An employee may request, and shall receive, additional unpaid leave time if needed.

 

C. Jury Duty, Witness Service, and Immigration Proceedings.

 

Should an employee be unable to meet work duties because of jury duty or witness service in response to a subpoena, the employee will notify the immediate supervisor as soon as possible so that arrangements can be made for the absence. Such an absence should be compensated, provided the jury duty shall be offset against monthly salary. The employee shall provide the Employer with written verification from the Court Clerk of relevant time and dates of service, as well as fees received.

 

Should an employee be unable to meet work duties because the employee is compelled, during working hours, to participate in immigration procedures, the employee will notify the immediate supervisor as soon as possible so that arrangements can be made for the absence. Such an absence should be compensated. Upon the supervisor’s request, the employee shall provide the Employer with written verification from the immigration authority of the times and dates of attendance.

 

Should an employee be unable to meet work duties because an individual with whom s/he shares a close personal relationship is compelled, during working hours, to participate in immigration procedures, the employee will notify the immediate supervisor as soon as possible so that arrangements can be made for the absence. Upon the supervisor’s request, the employee shall provide the Employer with written verification from the immigration authority of the time and dates of absence.

 

 

UM – Madison contract:

 

A. Sick Leave Credit Bank

At the beginning of each appointment period an employee will be credited with a bank of sick leave days. The number of days credited to an employe's sick leave bank depends on the length of the appointment period as follows:

. 1. Employees appointed for an academic or calendar year will be credited with twelve (12) days in their sick leave bank;

. 2. Employees appointed for one (1) semester will be credited with six (6) days in their sick leave bank;

. 3. Employees who are appointed for other periods of time shall be credited with days in their sick leave bank based on the formula of one (1) day of sick leave credit for each thirty (30) days (or portion thereof) of their appointment with a minimum appointment of three (3) weeks.

Unused sick leave shall accumulate as described below from appointment period to appointment period only within the same department and in the same title. Sick leave may not be used in increments of less than one day. At the beginning of each appointment period, the number of sick leave days credited to the employe's sick leave credit bank under 1., 2., and 3., above, shall be supplemented to the following extent by unused sick leave carried over from the employe's immediate previous appointment:

a. At the beginning of an appointment period any combination of sick leave carry over and newly accredited sick leave shall not exceed twelve (12) days.

b. In the event that an individual has a break in appointments in the same department and title between one academic year and the next, or a break of less than two (2) weeks duration at other times during an academic year, sick leave carry over as outlined above shall be provided.

For the purposes of this Section, Program Assistant and Project Assistant are interchangeable titles.

B. Sick Leave for Employees

Employees may use days in their sick leave bank for personal illness, bodily injuries, maternity, or exposure to contagious disease:(1) which requires the employe's confinement; or (2) which renders the employee unable to perform assigned duties; or (3) where performance of assigned duties would jeopardize the employe's health or recovery. In the event the Employer has reason to believe that an employee is abusing the sick leave privilege or may not be physically fit to return to work, the Employer may require a medical certificate or other appropriate verification for absences covered by this Section.

Employees may use sick leave for personal medical and dental appointments which cannot be scheduled at times other than during scheduled work hours. To qualify for use of sick leave under this Section, employees must give the Employer three (3) days advance notice of appointments except when emergency conditions prevail.

C. Sick Leave for Care of Family Member

Employees may use accrued sick leave for temporary emergency care of ill or injured members of the immediate family, or for other family emergencies,v for a limited period of time to permit the employee to make other arrangements. Immediate family is defined as, and limited to: the spouse, the spouse equivalent residing in the household of the employee, parents, stepparents, grandparents, foster parents, children, stepchildren, grandchildren, foster children, brothers (and their spouses), and sisters (and their spouses) of the employee or spouse, and other relatives of the employee or spouse residing in the household of the employee. Use of sick leave for the purposes of this Section is limited to five (5) work days for any one illness or injury; however, the use of sick leave may be extended to cover unusual circumstances provided prior approval of the immediate supervisor is obtained.

D. Funeral Leave

Where death occurs in the employe's immediate family (as defined in Section C., above), sick leave may be used to attend the funeral and/or make necessary arrangements. Sick leave shall normally be used during the seven (7) calendar day period immediately following the death. Where mitigating circumstances require a postponement in funeral arrangements, sick leave may be used at an appropriate later date for directly related purposes. Use of sick leave for death in the immediate family for the purposes of this Section is limited to a total of three (3) work days, plus required travel time not to exceed four (4) work days.

E. Use of Sick Leave Credits

An employe's sick leave bank will be charged for days that an employee does not perform his/her required duties for any of the reasons outlined in Section B., C., or D., above, unless other acceptable arrangements are made including but not limited to:

. The employee obtains unpaid peer substitute coverage acceptable to the employe's immediate supervisor and the department chair; or

. The employee makes arrangements with his/her immediate supervisor to fulfill the required duties through other acceptable means; or

. The employee can fulfill the required duties at a different time and the employe's immediate supervisor agrees to permit the employee to perform those duties at a different time.

In the event that an employee fails to perform his/her required duties because of any of the reasons outlined in Section B., C., or D., above, and the employee has exhausted the days in the employe's sick leave bank, any days missed shall result in the employee being removed from the payroll for such missed days.

If an employee is faced with a loss of salary due to injury, illness, or disability, upon request of the Union, the Union and the University Contract Administrator will meet to explore all reasonable avenues to avoid such loss.

F. Substitutes

Employees using sick leave under this section are not required to find substitutes for that time. The employee shall be responsible for notifying the Department as soon as possible after the need to use sick leave is determined. Nothing in this section shall preclude the Department from asking the employee for assistance in identifying a substitute.

Section 6. Leave of Absence without Pay

A. Leave of Absence Without Pay

Except as provided in B., upon written request to his/her immediate supervisor, an employee may be granted leave without pay at the sole discretion of the appointing Department and Dean/Director for any reason for a period of time not to exceed the employe's unexpired term of appointment.

B. Parental Leaves Without Pay

An employee shall be granted leave without pay following childbirth or adoption as follows. An employee shall submit written notification of the duration of the leave to her/his immediate supervisor at least four (4) weeks prior to the anticipated date of birth or adoption.

An employee on a semester or academic year appointment shall be granted leave without pay for any consecutive number of days up to the end of the semester or summer session in which the birth or adoption occurs. If the employe's appointment extends beyond the semester in which the birth or adoption occurs, he/she shall be granted, upon request, leave without pay for the entire next semester or that portion of the next semester which allows the employee a six week period following childbirth or adoption during which the employee does not have work responsibilities. The employee may take any additional part of the next semester as leave without pay subject to the approval of the appointing Department and Dean/Director.

An employee on an annual basis appointment shall be granted leave without pay for a period of time up to, but not exceeding, six (6) months, and not to extend beyond the duration of the appointment.

C. Family Medical Leave

The Employer will recognize the provisions of the Family Leave Act, s. 103.10, Wis. Stats., and the Federal (U.S.) Family and Medical Leave Act of 1993, where applicable to employees under this Agreement.

D. Return to Work

An employee on an unpaid leave of absence may return to work prior to the expiration of the leave only upon receiving the express approval of his/her immediate supervisor and the chair/director of the appointing Department.

Such leaves shall not extend the duration of an employe's appointment.

Section 7. Vacation

Employees on a full-time, annual pay basis appointment shall earn paid vacation at a full-time rate of twenty two and one-half (22 1/2) days per fiscal year. Project and Program Assistants appointed on an pay basis other than hourly or lump sum shall earn a proportional amount of paid vacation if their appointment exceeds thirty days. The scheduling of vacation is subject to the approval of the supervisor and must be taken during the period of the appointment. If an employee voluntarily terminates her/his employment prior to the original end date of the appointment and has used anticipated vacation time, the employee may be given the option of reimbursing the Employer by working up to the number of hours taken that were not yet earned. The hours shall be worked before the employee terminates his/her appointment. If the employee chooses not to work these hours or is involuntarily terminated for cause, an adjustment shall be made in the employe's final paycheck to reimburse the Employer for the time that was taken but not yet earned.

Section 8. Jury Duty

An employee who is absent from assigned duties because of selection for jury duty and who has not been excused by the court in order to meet his or her obligations, shall be paid her or his regular salary for the period of time he or she is required to serve and shall continue to receive full benefits. When not enpaneled for actual service and only on call, the employee shall report to work unless authorized by the employe's supervisor to be absent from her or his work assignment. During such absence there will be no loss of pay. The employee shall notify his or her supervisor as soon as possible before an absence for jury duty. If a substitute is necessary, the employee shall attempt to arrange for an Employer-paid substitute acceptable to the supervisor and the director/ department chair. If the employee is unable to find a substitute, the Department shall be responsible for finding and paying a substitute for the employee, while she or he serves as a juror.

Section 9. Appearance as Witness in Legal Action

Where an employee is subpoenaed to testify in a legal action and the Employer determines that such subpoena resulted directly from the performance of the employe's required duties, the Employer shall permit the employee to take time off without loss of pay to comply with the subpoena if required to appear during his/her regularly scheduled hours of employment; provided, however, that the employee shall turn over to the Employer any witness fee received.

Section 10. State Legal Holidays

The Employer recognizes the importance of giving employees time off from work for state legal holidays, and therefore, Teaching Assistants and Program/Project Assistants generally are not expected to work on those holidays. Where the operational needs of the Employer require the employee to work on a State legal holiday, the employee shall be given equivalent compensatory time off during the appointment period. This compensatory time off shall be scheduled by the employee, with the prior approval of the Employer, consistent with the operational needs of the department.

There are 9 state legal holidays:

Independence Day
Labor Day
Thanksgiving Day
Christmas Eve Day
Christmas Day
New Year's Eve Day
New Year's Day
Martin Luther King Jr. Day
Memorial Day

Section 11. Religious Observances

The Employer recognizes the importance of giving employees time off for religious observances and recognizes that religious holidays do not always coincide with state legal holidays. Employees who face a conflict between a work requirement and any anticipated religious observance should be given an alternative means of meeting the work requirement, provided that the Employee notifies his/her supervisor in the first two weeks of the appointment period of the specific day or dates that will be needed for these observances. Where the appointment period includes two academic semesters, notice must be given within the first two (2) weeks of each semester. When the religious observance falls within the first two (2) weeks of an appointment period (including summer sessions), the employee should give as much advance notice as possible to his/her supervisor. Supervisors may set reasonable limits on the total number of days granted for religious observances by any one (1) employee.

 

Rutgers University Contract:

 

XVI - FAMILY LEAVE AND DISABILITY RESULTING FROM PREGNANCY

This provision deals with family leave and shall include leaves for pregnancy, post-

pregnancy, disability resulting from pregnancy, disability, parenting, and caregiving.

The AAUP and the University shall jointly designate a member of the University community

to assist members of the bargaining unit in securing the benefits of this article.

The individual's department shall be responsible for closing ranks. The close ranks practice

must be applied in an equitable and consistent manner. Claims that it is not being applied

equitably or consistently or that an individual is being inappropriately denied his or her

benefit shall be brought to the attention of that individual designated above who shall

investigate and respond.

A. Short-term disabilities caused or contributed to by pregnancy, miscarriage, abortion,

childbirth, and recovery therefrom are, for all job-related purposes, treated like other short-term

disabilities. After pregnancy, a member of the bargaining unit is entitled to a recuperative paid

leave of up to four weeks, or a longer period if the bargaining unit member continues to be disabled,

except that the bargaining unit member shall not have such an entitlement during any period for

which the bargaining unit member has been granted a family leave or other leave without pay. All

employment policies and practices involving commencement and duration of leave, availability of

extensions, accrual of seniority and other benefits and privileges, and reinstatement and payment,

shall be applied to short-term disabilities due to the above causes as they are applied to other

short-term disabilities of members of the bargaining unit.

B. Requests by a member of the bargaining unit (faculty or TA/GA) for a leave of absence

without pay to provide care made necessary by reason of the birth or adoption of the bargaining unit

member's child or the serious health condition of a family member shall be granted in accordance

with the provisions of the State of New Jersey Family Leave Act and in accordance with the

provisions set forth below. Upon request by a member of the bargaining unit, a written explanation

will be provided by the University for a denial of such a leave:

1. A request for such leave shall be made as far in advance as is reasonably practicable.

2. A bargaining unit member who requests a family leave shall endeavor, in the timing of

such a leave, to accommodate the needs of the academic program and the provision

of instruction to students.

3. In the event that such a leave is taken for a full semester, the faculty bargaining unit

member may, at his/her option, have the entire year excluded from the probationary

period. A written statement requesting exclusion of the entire year shall ordinarily be

submitted by the faculty bargaining unit member to the dean or director at the time

the leave is requested and shall be part of the official personnel file. This provision is

not applicable to faculty bargaining unit members in their terminal year.

4. A first year's leave of absence without pay shall automatically extend the term of

appointment by a period equal to the time excluded from the probationary period. No

extension applicable to the final year of the faculty member's probationary period may

be requested or granted.

5. A second year's leave of absence without pay shall not automatically extend the term

of appointment. When the second year's leave of absence is requested, a faculty

member may request an extension of his/her appointment for a period of time equal

to the amount of the leave. If the University grants the leave, it shall at the same time

respond to the faculty member's request for an extension of the appointment. No

extension applicable to the final year of the faculty member's probationary period may

be requested or granted.

C. A faculty bargaining unit member who continues to fulfill the duties and responsibilities of

his/her faculty appointment may request an exclusion of one year from the probationary period

when he/she becomes a parent during the first five years of the probationary period, or became a

parent within one year prior to appointment at the University, when the faculty bargaining unit

member serves as the principal or co-equal care-giver.

A request for an exclusion of one year from the probationary period under this provision

shall be made in writing and requires the approval of the department chair and the dean. Such

approval shall not be unreasonably withheld. No faculty member of the bargaining unit is entitled to

more than one such exclusion.

Grievances in respect to this article applicable to Article IX shall be heard as Category 2

grievances.

 

 

University of Michigan contract:

 

Medical Leave

Section A. Eligibility

An Employee shall be eligible for up to three (3) weeks of medical leave pay in a consecutive twelve (12) month period beginning the first day of the initial employment period when unable to meet employment obligations because of personal illness, injury, or other disabling medical condition, or because of the illness, injury or other disabling medical condition of a family member.

Nothing in this Article shall be construed so as to limit an Employee’s rights under the Family Medical Leave Act, with which the University agrees to comply fully.

Section B. Number of Days

For the purpose of determining the number of paid medical leave days available (1) a scheduled work day shall be defined as a day containing scheduled work commitments including, but not limited to, lectures, recitations, labs, office hours, and staff meetings; (2) a week shall be defined as the number of scheduled work days in a calendar week; and (3) the total medical leave eligibility shall be determined by multiplying the number of scheduled work days in a week by three (3). For the purpose of determining the percent of medical leave used, divide the number of scheduled work days missed because of personal illness or injury, by the total medical leave eligibility.

Section C. Replacement Coverage

In the event an Employee is unable to meet employment obligations because of personal illness, injury, or other disabling medical condition, or because of the illness, injury, or other disabling medical condition of a family member, the Employee will notify the appropriate immediate supervisor (or department or unit designee) as promptly as possible so that arrangements for the absence can be made by the University. In addition, an Employee will make reasonable efforts to assist in arrangements for another to meet his or her employment obligations. It is the responsibility of the University to find a temporary replacement.

In no case will the Employee be required to pay for the replacement work or coverage.

 

Jury Duty, Witness Service and
Immigration Proceedings

 

 

Section A. Jury or Witness Service

In the event an Employee is unable to meet employment obligations because of jury duty or witness service in response to a subpoena, the Employee shall be granted time off with pay. Such an absence shall be without loss of compensation. In this connection, the Employee shall provide the University with written verification from the Court Clerk of the times and dates of the required service.

Section B. Immigration Proceedings

In the event an Employee is unable to meet employment obligations because the Employee is compelled during working hours to participate in immigration procedures such an absence shall be without loss of compensation. In this connection, the Employee shall provide the University with written verification from the involved governmental agency including times and dates relevant to the absence.

In the event an individual with whom an Employee shares a close personal relationship is compelled to participate in immigration procedures related to his or her valid immigration status, the Employee may be released without loss of compensation, and such release will not be unreasonably denied.

Section C. Replacement Coverage

In the event an Employee is unable to fulfill employment duties, services or obligations for reasons covered under this article, the Employee will notify the appropriate immediate supervisor (or department or unit designee) as promptly as possible so that arrangements for the absence can be made by the University. In addition, an affected Employee will make reasonable efforts to assist in arrangements for another to meet his or her employment obligations. In no case will the Employee be required to pay for such coverage. It is the responsibility of the University to find a temporary replacement.

Bereavement Leave Pay

Section A. Paid Leave

An Employee will be granted the amount of time off with pay that is required to attend the funeral, memorial, or other similar services or gatherings, and/or to make arrangements necessitated by the death of any of the following:

.

. The Employee’s spouse or significant other non-related person living in the Employee’s household or

. The child, parent (including step-parent or the significant other of a parent), grandparent, sibling, grandchild (or spouse/significant other of any of the preceding) of either the Employee or the Employee’s spouse or significant other.

.

In no event shall the time off exceed three (3) consecutive days (Monday - Friday).

Section B. Unpaid Leave

If additional time off is needed, the Employee may request an extension, without pay, of the bereavement leave for a period of time not to exceed fourteen (14) calendar days.

Section C. Replacement Coverage

In the event an Employee is unable to meet employment obligations due to bereavement, the Employee will notify the appropriate immediate supervisor (or department or unit designee) as promptly as possible so that the University can make arrangements for the absence. In addition, an Employee will make reasonable efforts to assist in arrangements for another to meet his or her employment obligations. It is the responsibility of the University to find a temporary replacement and to ensure coverage.

In no case will the bereaved Employee be required to pay for the replacement work or coverage.

 

University of Southern Florida contract:

 

Each employee shall be credited with five (5) days of paid leave per semester appointment. Such paid leave shall be used in increments of not less than one (1) day. For example, an employee scheduled to work six (6) hours on Monday and three (3) hours on Tuesday, who is unable to perform assigned duties on these days for any of the reasons described below, would be charged with two (2) days of leave, regardless of FTE appointment, or number of work hours scheduled. The leave provided under this article shall not be cumulative.

10.2 An employee may use leave described in 10.1 above when:

A. Disabled or otherwise unable to perform because of injury, illness, jury duty, required U.S. military service, or when unable to so perform because the employee's presence is required elsewhere because of injury, illness, or death in the immediate family. Immediate family shall consist of mother, father, spouse, sister, brother, child, a person in a legal dependent relationship with the employee, or other relative living in the employee's household. The employee shall notify the supervisor of the inability to serve as soon as possible.

B. Taking examinations for professional licensing related to the degree or qualifying examinations as required by the university.

C. Traveling to conferences or other events for professional development.

10.3 An employee shall not be required to use leave when the University is officially closed, unless the special conditions of the appointment require the employee to perform duties at these times.

10.4 Released Time.

A. A unit of release time shall equal 10 hours per week. Release time may be allocated in increments of 5 or 10 hours per week. The University agrees to provide up to 1 total unit of release time per semester during the academic year (Fall and Spring) to employees designated by the UFF-GAU for the purpose of carrying out the UFF-GAU's obligations in representing employees and administering this Agreement. The UFF-GAU may designate employees to receive this released time during the academic year, subject to the following conditions:

(1) No more than one employee per department may be granted release time at any one time, unless that department employs more than twenty-five (25) employees.

(2) The award of release time shall not reduce the workload obligation of a teaching assistant below 10 hours per week. The award of release time shall not reduce the workload obligation of a graduate assistant below 5 hours per week.

(3) An employee who has been granted released time for two consecutive semesters (Fall-Spring or Spring-Fall) shall not again be eligible for released time until two consecutive semesters have elapsed following the end of the second semester in which such released time was granted.

(4) The UFF-GAU shall provide the University with a list of requested designees for the academic year at least four (4) weeks prior to the first day of classes for the semester. The list will indicate each employee's requested FTE for released time. Upon approval of the designees by the University, the designees shall serve for one (1) academic year. Substitutions for the Spring semester may be made upon written notification submitted by the UFF-GAU to the University no later than four (4) weeks prior to the first day of classes for the Spring semester.

(5) Employees on released time must remain students in good standing at the University during their released time appointment.

B. Released time shall be used for conducting university-related UFF-GAU business, and shall not be used for lobbying or other political representation except in accordance with state or federal law.

C. Upon the failure of the UFF-GAU to provide a list of designees by the specified deadlines, the university may refuse to honor any of the released time requests which were submitted late. Substitutions submitted after the deadlines in Article 10.4(A)(4) shall be allowed at the discretion of the university.

D. Employees on released time shall be eligible for stipend increases on the same basis as other employees, but their released time activities shall not be evaluated nor taken into consideration by the University in making personnel decisions.

E. Employees on release time shall retain all rights and responsibilities as employees, but shall not be considered representatives or agents of the University for any activities undertaken on behalf of the UFF-GAU. The UFF-GAU agrees to hold the University harmless for any claims arising from such activities, including the cost of defending against such claims.

 

University of Massachusets – Amherst contract:

 

Unpaid Leave: Family and Medical Leave

Section I. Family and Medical Leave

A. Family and Medical Leave, which shall be unpaid, may last for a total of up to twelve weeks during any calendar year. Alternatively, leave taken for the serious health condition of a spouse, child, parent, or of the employee may be taken intermittently or on a reduced schedule, if medically necessary. This means, where appropriate, taking leave in blocks of time, or by reducing the normal weekly or daily work schedule, so long as Family and Medical Leave does not exceed a total of twelve weeks during the calendar year. In the case of an intermittent leave, the University may require that the graduate student employee transfer to an alternative position, with equivalent stipend and benefits, for which the graduate student employee is qualified and which, in the University's view, better accommodates recurring periods of leave than does the graduate student employee's regular assignment. Leave for the birth, adoption, or placement of a child may be taken on an intermittent basis only with prior approval by the graduate student employee's supervisor.

B. To be eligible, a graduate student employee must have been employed in a position covered by the GEO contract for at least four months prior to the start of the leave.

C. Leave may be granted for any of the following reasons:

• the birth of a child and in order to care for a child, provided any such leave concludes within twelve months of the birth of the child;

• the placement of a child with the graduate student employee for adoption or foster care, provided any such leave concludes within twelve months of the placement of the child;

• the care of, or to make arrangements for the care of, a graduate student employee's spouse, parent, grandchild, grandparent, domestic partner, relative living in the same household, or child, whether or not the child is the natural, adopted, foster, stepchild, or child under legal guardianship of the bargaining unit member, who has a serious health problem;

• the graduate student employee's own serious health problem that makes the graduate student employee unable to perform the essential functions of the position.

D. A serious health condition means one or more of the following conditions:

• an illness, injury, impairment, or physical or mental condition involving inpatient care in a hospital, hospice, or residential medical care facility; or

• any period of incapacity requiring absence of more than two weeks from work, school, or other regular daily activities for a condition that also requires continuing treatment (that is, being treated two or more times, or one treatment resulting in a regimen of continuing medication or therapy) under the supervision of a health care provider (i.e., doctor, dentist, clinical psychologist); or

• continuing treatment by or under the supervision of a health care provider for a chronic or long term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than two weeks; or

• prenatal care.

E. If a graduate student employee has accrued time off which he or she is eligible to use at the commencement of the leave, he or she may use such leave credits.

If a graduate student employee has accrued sick leave at the commencement of the leave, he or she may use such sick leave if the leave is because of the graduate student employee's own health problem, when a female graduate student employee gives birth to a child, or to care for a person with a serious health problem as per Section I.C.3.

The University may, in its discretion, based on the needs of the campus, require a graduate student employee to utilize accrued time off and/or sick leave during a covered leave.

In any other instance, such leave shall be without pay.

F. In the event a graduate student employee does not return from such a leave, except if the reason is due to the continuation, recurrence, or onset of a serious health condition, or other circumstance beyond the control of the graduate student employee, the University will recover any health fees it paid during the unpaid portion of any leave by deducting any such amounts from amounts due the graduate student employee, if any, or by otherwise seeking recovery of the premium through the legal process. Any graduate student employee taking such leave will be informed of this provision prior to the commencement of the leave.

G. The University will maintain the same health benefits for the graduate student employee during such leave as would have obtained had the graduate student employee continued to work.

H. A graduate student employee who is granted a leave shall return, through the expiration date of his or her appointment in effect at the commencement of the leave, to his or her former position or an equivalent position with the same stipend and benefits. If, during the period of leave, a layoff occurs, the graduate student employee on leave shall receive the same rights as other graduate student employees under this Agreement.

I. The University may require that graduate student employee to submit medical re-certifications during a leave, either for the employee of other covered individual, at thirty calendar day intervals, and it may at reasonable intervals require a graduate student employee to report on his or her status and intent to return to work. In cases of leaves due to the graduate student employee's own serious health condition which exceed sixty calendar days, the University may require a letter from a physician attesting to the graduate student employee's fitness to return to work.

J. Graduate student employees should submit a leave application to their immediate supervisor, who will forward it to the Graduate School .

Requests for leave, including any required documentation, should be submitted at least one month in advance of the commencement of the proposed leave, or when the graduate student employee knows of the need for a leave, whichever is later. In cases of planned medical treatment, the graduate student employee should consult with the immediate supervisor in an attempt to schedule the leave so as not to disrupt unduly the University's operations.

When the leave is for a serious medical condition of the graduate student employee or another eligible person under Section I.C, the graduate student employee must submit a medical certification form supporting the need for the leave. This form will be provided by the Graduate School and will be filled in by the health care provider. In certain instances, a second or third medical certification may be required by the University; any such second or third certification shall be at the University's expense, and the University shall make no attempt to recover such expenses from the graduate student employee. A graduate student employee will not be permitted to commence or remain on such a leave unless a valid medical certification form is provided.

K. A graduate student employee and spouse both working for the University who are eligible for leave under this Article are permitted to take only a combined total of twelve weeks if the leave is for the birth, adoption, or placement for foster care of a child or to care for a family member with a serious medical condition.

Section II. Supplemental Family Emergency Leave

A. Upon written application to the supervisor, including a statement of reasons, a graduate student employee may be granted family emergency leave for a period not exceeding ten weeks. Such leave shall be without pay or benefits for such period. The purpose for which a graduate student employee may submit his or her application for family emergency leave shall be limited to major, emergency, non-medical family care needs (e.g., domestic break-up, flight from domestic abuse, unexpected arrival of a child).

B. To be eligible, a graduate student employee must have been employed in a position covered by the GEO contract for at least four months prior to the start of the leave.

C. Up to ten days of family emergency leave may be taken in not less than one-day increments. However, such intermittent leave requires the prior approval of the supervisor. In the case of an intermittent leave, the University may require that the graduate student employee transfer to an alternative position, with equivalent stipend and benefits, for which the graduate student employee is qualified and which, in the University's view, better accommodates recurring periods of leave than does the graduate student employee's regular assignment.

D. If a graduate student employee has accrued time off which he or she is eligible to use at the commencement of the leave, he or she may use such leave credits. The University may, in its discretion, based on the needs of the campus, require a graduate student employee to utilize accrued time off during a covered leave.

E. Between periods of family emergency leave, when a graduate student employee returns to the payroll for a period of less than two weeks, if a holiday falls during that time, no holiday pay or compensatory time shall be granted for such holiday.

F. In the event a graduate student employee does not return from such a leave, except if the reason is due to the continuation, recurrence, or onset of a serious health condition, or other circumstance beyond the control of the graduate student employee, the University will recover any health fees it paid during the unpaid portion of any leave by deducting any such amounts from amounts due the graduate student employee, if any, or by otherwise seeking recovery of the premium through the legal process. Any graduate student employee taking such leave will be informed of this provision prior to the commencement of the leave.

G. The University will maintain the same health benefits for the graduate student employee during such leave as would have obtained had the graduate student employee continued to work.

H. A graduate student employee who is granted a leave shall return, through the expiration date of his or her appointment in effect at the commencement of the leave, to his or her former position or an equivalent position with the same stipend and benefits. If, during the period of leave, a layoff occurs, the graduate student employee on leave shall receive the same rights as other graduate student employees under this Agreement.

I. A graduate student employee and spouse both working for the University who are eligible for leave under this Section are permitted to take only a combined total of ten weeks of leave.

Section III. Military Leave

A. A graduate student employee who is a member of a reserve component of the Armed Forces of the United States and who is called for duty other than the annual tour of duty of not exceeding seventeen days shall be subject to the provision of Chapter 708 of the Acts of 1941 as amended, or of Chapter 805 of the Acts of 1950 as amended, or Chapter 671 of the Acts of 1966, and amendments thereto.

B. In accordance with Chapter 708 of the Acts of 1941, as amended, a graduate student employee who, on or after January 1, 1940, shall have tendered his or her resignation or otherwise terminated his or her service for the purpose of serving in the military or naval forces of the United States who does serve or was or shall be rejected for such service shall, except as otherwise provided by Chapter 708 of the Acts of 1941, as amended, be deemed to be or to have been on military leave, and no such person shall be deemed to have resigned from the service of the Commonwealth or to have terminated such service until the expiration of two years from the termination of said military or naval service by him or her.

Section IV. Personal Leave

A. Personal leave, other than hereinbefore specified, may be granted by the supervisor, upon the written request of the graduate student employee, at least thirty days in advance. Such leave shall be without pay or benefits. Denial of such leave shall be grievable through Level Two of the Grievance Procedure (Article 31) and shall not be subject to arbitration.

Section V. General Provisions for Unpaid Leaves

A. Requests for unpaid leaves under this Article shall be submitted to the supervisor by the deadline specified for each leave, except in emergency circumstances.

B. Requests for unpaid leaves under this Article shall not be unreasonably denied.

C. Extensions may be granted upon request, provided that the request is made in accordance with the same deadline specified in the appropriate leave section of this Article. Denials of requests for extensions shall be grievable through Level Two of the Grievance Procedure (Article 31) and shall not be subject to arbitration.

D. A graduate student employee who is granted a leave shall return, through the expiration date of his or her appointment in effect at the commencement of the leave, to his or her former position or an equivalent position with the same stipend and benefits. If, during the period of leave, a layoff occurs, the graduate student employee on leave shall receive the same rights as other graduate student employees under this Agreement.

E. This Article shall apply only in situations where a graduate student employee granted a leave remains an enrolled graduate student at the University of Massachusetts Amherst during the entire period of the leave.

 

University of Wisconsin – Milwakee contract:

 

45

A. Illness or Injury.

Employees may take an excused absence in the event of personal illness, bodily injuries,

maternity, or exposure to contagious diseases 1) which requires the employee’s confinement; or 2) which

renders the employee unable to perform assigned duties; or 3) where performance of assigned duties would

jeopardize the employee’s health or recovery. The Employer may require a medical certification or other

appropriate verification for absences covered by this Section.

Employees may take an excused absence for temporary emergency care of ill or injured members

of the immediate family. Immediate family is defined as and limited to: spouse, spouse equivalent residing in

the household, parents, stepparents, grandparents, foster parents, children, stepchildren, grandchildren, foster

children, brothers (and their spouses), sisters (and their spouses) of the employee or spouse and other relatives

of the employee or spouse residing in the household.

Employees may take an excused absence if a death occurs in the employee’s immediate family

as defined in Section B. above. Employees will be excused to attend the funeral and/or make necessary

arrangements prior to and following such events.

D. Coverage of Short-Term Absence.

In the event of absence for any of the reasons outlined in Section A., B., or C., above, the

employee will notify his or her Department as soon as possible. Unless other arrangements acceptable to the

Employer are made, the following will apply:

1. The employee will obtain unpaid peer substitute coverage acceptable to the employee’s

immediate supervisor or the Department; or

2. The employee will make arrangements with his or her immediate supervisor to fulfill the

required duties through other acceptable means; or

3. The employee will fulfill the required duties at a different time with the approval of the

supervisor.

4. After a good faith effort has been made to comply with 1., 2., and 3., above, the

Employer will be ultimately responsible for coverage.

 

New-York State University System

 

Leave for Personal Illness

. Following one semester of State service, or its equivalent, employees may be granted leave for personal illness at the discretion of the President's designee. Subject to approval of the President's designee, such approval not to be unreasonably withheld, a maximum number of 5 days may be granted during any one year of the Agreement (July 1 - June 30) for absences due to a temporary disability. An employee unable to perform the duties of the employee's position due to personal illness shall notify the President's designee. Employees with scheduled duties (i.e. teaching, leading discussion sections, etc.) shall provide ample prior notice to the President's designee; but in no event later than two hours before the commencement of the scheduled duty, where practicable. The President's designee may, at any time, require the employee to provide suitable medical evidence substantiating the claimed temporary disability and/or be examined by a physician selected by the College at its expense. Such examination may also be required of any employee absent due to a claimed temporary disability prior to and as a condition of return to work. Should the campus President's designee believe that medical evidence does not substantiate a claimed temporary disability, use of leave for personal illness shall be disallowed and the employee shall be placed on leave without pay.

. Subject to prior approval of the President's designee, such approval not to be unreasonably withheld, some or all of the 5 days provided during any one year of the Agreement (July 1 - June 30) may be used for absences due to substantiated illness or death in the employee's immediate family (spouse, child, sibling, parent, grandparent, in-laws, or any person with whom the employee has been making his or her home).

. In the event the employee has been granted a leave for personal illness pursuant to Sections (a) or (b) of this Article and the specific condition upon which such leave was granted continues after the five (5) days has been exhausted, the employee shall be eligible for up to an additional twenty-eight (28) consecutive calendar days of leave without pay once during the period identified in the letter of notification as the anticipated duration of employment or the current academic year. Such leave shall be subject to prior approval of the President’s designee upon substantiation of the conditions under Sections (a) or (b) of this Article as applicable. As a condition precedent to the approval of the President’s designee for such leave without pay, the employee must submit documentation that she/he will remain continuously enrolled and will be in good academic standing throughout the employment period of leave without pay. Reinstatement as a GA/TA following leave without pay will be contingent upon verification that the student maintained continuous enrollment and remained in good academic standing throughout the period.

. Employees shall be required to certify their presence and record any absences on forms to be provided by the State. Employees shall also be required to record on such forms any charges for leave for personal illness. Leave for personal illness may be granted in units of one-quarter day or greater.

18.2 Holiday Leaves

Holidays (New Year's Day, Martin Luther King Day, Lincoln's Birthday, Washington's Birthday, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans' Day, Election Day, Thanksgiving Day and Christmas Day) when classes are not in session on the college campus shall be treated as holidays with pay for employees in this unit.

Jury Service

 

On proof of necessity of jury service, an employee shall be granted leave with pay without charge to leave credits. Leave with pay for jury service shall mean leave at the rate of pay the employee would have received had the employee not been on such leave.

 

University of Iowa

 

PAID LEAVES AND HOLIDAYS

Section 1. Paid Leaves. (A) All employees with at least an academic year appointment shall be allowed two (2) weeks of absence, without pay deduction.

(B) All employees who serve fiscal year appointments shall be allowed three (3) weeks of absence without pay deduction.

(C) In the event that the Employer specifically requires the employee to remain at work during previously approved leave time, the department shall give such employee thirty (30) days notice except in case of emergency. At such time, the Employee and the Department shall reschedule the leave time.

Section 2. Sick Leave: (A) Employees may be absent due to illness without loss of pay not to exceed 13.5 days during an academic year appointment, and 18 days during a twelve-month appointment. Different appointment periods will receive sick leave on a proportionally equivalent basis.

(B) For purposes of this provision, a day of sick leave means a day an employee is scheduled to work and is absent due to illness.

(C) If an employee has exhausted paid sick leave due to illness, he/she may request an unpaid leave of absence which will be granted at the sole discretion of the employer consistent with any applicable State or Federal regulations, or alternatively may request additional paid sick leave in accordance with Section 5 below.

Section 3.Family Illness Leave. Employees may use available sick leave for care of and necessary attention to ill or injured members of the immediate family (as defined in Section 4 of this article) or for parental leave including birth and adoption. Use of sick leave for this purpose is limited to five (5) work days per year.

Section 4. Bereavement Leave. (A) Employees may use available sick leave for three (3) work days when a death occurs in the employee's immediate family.

(B) For purposes of this section, the term "family" shall mean spouse, domestic partner, child, step child, foster child, parent, step parent, foster parent, grandparent, grandchild, sibling, brother-in-law, sister-in-law, or parent-in-law, and corresponding relatives of the employee's spouse/partner.

Section 5. Additional Paid Leave. Notwithstanding the provisions of Section 1-Paid Leave, Section 2-Sick Leave, Section 3-Family Illness Leave, and Section 4-Bereavement Leave, departments may grant additional paid leave. Such leaves may be granted provided the department determines the employee is able to meet the time and effort obligation reflected in the percentage of appointment over the full term of his/her appointment as defined in Article VII, Section 1.

Section 6. Jury Duty. (A) Employees on jury duty will not incur a loss of pay for time spent on jury duty. Upon return from jury duty the employee shall remit any amount of pay received for jury service to the employer, less any amount paid for travel or personal expenses.

(B) An employee summoned as a juror shall immediately inform his/her supervisor of the absence. An employee who reports for jury duty and is dismissed shall be expected to resume his/her normal duties following dismissal from service.

Section 7. Coverage Responsibility: In the event of absence of a teaching assistant pursuant to this Article, it is the responsibility of the teaching assistant, if necessary with the assistance of the department, to arrange coverage of classes with the approval of the teaching assistant's supervisor, if possible.

Section 8. Holidays: (A) Employees shall receive the following paid holidays which occur during the term of their appointment:

New Year's Day

Dr. Martin Luther King, Jr.'s Birthday

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Friday after Thanksgiving Day

Christmas Day

A day before or after Christmas Day

(B) Monday will be recognized as a holiday for all holidays occurring on a Sunday and Friday for all holidays occurring on a Saturday.

(C) Employees may be absent for the above holidays unless the department specifically requires the employee to be on duty. At such time, the department and the employee shall schedule alternate paid time off. Departments will make an effort to minimize holiday work for employees and if it requires work on a holiday, shall provide such employee(s) with no less than thirty (30) days written notice, whenever feasible.

Back to Table of Contents

ARTICLE XIII

UNPAID LEAVES OF ABSENCE

Section 1. Personal Leave of Absence . (A) An employee may be granted an unpaid leave of absence during the term of his/her appointment, upon request to and at the sole discretion of the Employer.

(B) Additionally, the Employer shall authorize leave requests in accordance with the provisions of the Family and Medical Leave Act of 1993.

Section 2. Union Leaves of Absence. (A) A graduate employee may be granted an unpaid leave of absence, not to exceed twelve (12) months, to take a job with UE Local 896/COGS, provided that the request for the UE Local 896/COGS leave of absence is made at least thirty (30) days in advance of the start of his/her appointment. The Employer may grant an extension of such an unpaid leave of absence for an additional period, not to exceed twelve (12) months.

(B) If a graduate employee takes a job with UE Local 896/COGS, the time in which a graduate employee serves in that position shall not be counted for any purposes as time spent working for the Employer.

(C) A graduate employee who takes a job with UE Local 896/COGS, but maintains his/her status as a student may purchase insurance benefits provided by this agreement.

(D) Duly elected Union delegates or alternates to meetings of UE shall be granted time off, without pay, not to exceed a total of ten (10) work days annually.

This time taken off pursuant to this section may be charged to paid leave of absence as provided in Article XI, Section 1, Paid Leaves or Leave of Absence without pay as the individual employee may designate.

The Union shall give the Employer at least ten (10) days advance notice of the employees who will be attending the meetings of UE.

Article XI, Section 7, Coverage Responsibility would also apply to leave pursuant to this Section.

 

University of California System

 

LEAVES

A. MILITARY LEAVE

ASEs who are called to active military service will be provided leave from their current

positions to fulfill their military obligations. Military leave will be paid to the extent

required by applicable law.

B. CHILDBEARING LEAVE

An ASE shall be eligible for leave or modified duties when she is temporarily disabled

because of pregnancy, childbirth, or related medical conditions. During childbearing

leave, no duties shall be required by the University. A childbearing leave cannot be

continued beyond the end date of the ASE’s appointment. Whenever possible,

childbearing leave should be requested at least 30 days in advance. Childbearing leave

will be paid no less than to the extent required by applicable law.

C. JURY DUTY

An ASE shall be eligible for a jury leave. Jury leave is leave with pay to serve on jury

duty. Verification of actual service for jury duty shall be provided by the ASE to the

University upon request. Pay for jury duty will not continue beyond the end date of the

ASE’s appointment.

D. OTHER LEAVES

Other leaves, including but not limited to parental leave, family leave, sick leave, leave

for service to government agencies, and leave to attend professional meetings may be

granted with or without pay at the University’s sole discretion; or if required by applicable

law.

 

Michigan State University

 

EMPLOYEE LEAVE TIME

I. Illness, Injury and Pregnancy Leave

A. In the event an employee is unable to meet employment obligations because of

illness, injury or pregnancy, the employee will, when possible, notify the appropriate

immediate supervisor (or employing unit designee) as promptly as possible so that

arrangements for the absence can be made by the employing unit.

B. During illness, injury or pregnancy, the employing unit shall adjust (reduce, waive or

reschedule) the employee’s duties as those duties and his/her physical circumstances

reasonably dictate. If total absence from duties becomes necessary and the employee

is still enrolled, the employing unit shall maintain the stipend of the appointment

provided for a period of two (2) months or to the end of the appointment period,

whichever occurs first. Additional unpaid leave may be arranged on an ad hoc basis.

C. The employee shall have the right to return to employment, within the dates of the

current appointment, at such time as he/she is able to resume duties.

II. Bereavement Leave

Employees will receive up to three (3) days of bereavement leave with pay following the

death of an immediate family member. Additional time may be granted.

III. Adoption and Parental Leave

An employee who adopts a child shall be entitled to adoption leave of up to two (2)

months without pay to commence on or before the date of adoption as determined by the

employee. An employee who becomes a father by birth shall be entitled to parental leave

of up to two (2) months without pay to commence on or before the date of birth as

determined by the employee. Additional unpaid leave may be arranged on an ad hoc

basis.

IV. Jury Duty

Should jury duty or subpoenaed court testimony result in a loss of pay for an employee,

he/she will be compensated for the difference between pay for the jury duty and his/her

salary rate. An employee is expected to report to work when temporarily excused from

attendance in court.

 

University of Rhode Island

 

21.1 SICK LEAVE In the event of accident or illness that renders a graduate

assistant temporarily incapable of performing his/her duties, he/she shall notify

his/her immediate supervisor as soon as possible so that arrangements for the

absence can be made by the University. The administration may require a

physician's certificate or other satisfactory evidence for each sick leave with pay

covering an absence of more than three (3) working days.

Graduate assistants will accrue eight (8) sick leave days per academic year, up to a

maximum accumulation of (32) thirty-two days.

21.2 PARENTAL LEAVE Graduate assistants with one year or more of service shall

be granted six (6) weeks of paid parental leave at the birth of a child or placement

of an adopted child under the age of twelve (12) years. Graduate Assistants

should provide at least one month’s notice prior to the start of the leave, whenever

possible.

21.3 MATERNITY LEAVE In the event of pregnancy, a leave of absence shall be

granted to graduate assistants with six (6) months or more of service. The leave

of absence may be granted for up to a period of six (6) months, but shall not

exceed the appointment period.

The graduate assistant may be allowed to utilize accrued sick leave for child

bearing, with appropriate medical documentation.

21.4 FAMILY LEAVE Graduate assistants will be entitled to apply for family leave in

accordance with the provisions of R.I.G.L. 28-48-2 (Rhode Island Parental and

Family Medical Leave Act)

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21.5 BEREAVEMENT LEAVE. Graduate assistants shall be granted four (4) days

leave with full pay for a death in the immediate family. Immediate family shall

include father, mother, brother, sister, husband, wife, son, daughter, mother-in-

law, father-in-law, grandmother, grandfather, grandchildren and any person living

in the employee's household.

21.6 MILITARY LEAVE Every graduate assistant covered by this Agreement who

has left or shall leave his/her position by reason of entering the armed forces of

the United States (whether through membership in the Reserve of the United

States Military or Naval Forces or in the National Guard, or by reason of

enlistment, induction, commission or otherwise) and who has been employed for

180 or more calendar days within the twelve (12) months next preceding such

entrance into the armed forces is entitled to and shall be granted military leave of

absence from the said position commencing with the time of leaving said position

for said purpose and continuing throughout the duration of said absence required

by the continuance of service in the armed forces.

Such leave of absence shall be deemed to have expired six (6) months after the

date of discharge from or authorized separation from active duty as a member of

the armed forces. Re-enlistment or other continued service in the armed forces

resulting from a choice by the graduate assistant shall serve to cancel such leave.

21.7 MILITARY TRAINING LEAVE Graduate assistants covered by this Agreement

who by reason of membership in the United States Military, Naval or Air Reserve

or the National Guard, are required by the appropriate authorities to participate in

training activities or in active duty as a part of the Federal military force, shall be

granted military training leave with pay not to exceed fifteen (15) days in any one

calendar year. Should the graduate assistants be required to participate in such

training activities for a period greater than fifteen (15) days, he/she shall be

granted an unpaid leave for this purpose.

Article XXII - ASSOCIATION LEAVE

Designated GAU officers shall be granted time with pay during working hours

to investigate and seek to settle grievances. In addition, time with pay shall be granted

to attend hearings and to attend other meetings and conferences on contract negotiations.

Such time shall be with the approval of the immediate supervisor involved and such

approval shall not be unreasonably withheld. It is understood that full accountability for

the use of such leave is a legitimate management concern. The GAU shall furnish the

Administration with a written list of its officers immediately after their designation and

shall promptly notify the Administration of any changes of officers. GAU members will

be permitted to attend grievance hearings without loss of pay if called to serve as

witnesses.

 

University of Illinois Urbana-Champain

 

XVII. Leaves and Holidays 


A. Paid Leaves 
Assistantships typically require services on a 9-month or semester-by-semester basis (“E” service), and some assistants will have separate summer appointments for part or all of the summer. Assistants on a 9-month or semester-by-semester basis do not earn any vacation.
Assistants who are appointed on a 12-month basis (“Y” service) are eligible for vacations of 24 work days each year at the percentage they are appointed, with a maximum accumulation of 48 work days at the percentage of their appointment. Vacation days are earned based on two days of vacation for each month of service to a maximum accumulation of 48 work days. The scheduling of vacation time is determined with the supervisor and may include time taken during semester breaks, at the discretion of the employing department. 


B. 
B. Sick Leave
Assistants are eligible for 13 noncumulative and noncompensable work days of sick leave at the percentage of their appointment for each appointment year, whether they are appointed on a nine-month or a twelve-month basis. Graduate students appointed to one-semester assistantships earn 6.5 days of sick leave at the percentage of their appointment. 
Assistants must promptly notify the department head or supervisor so that arrangements for coverage of duties can be made and the usage recorded. Assistants are subject to University policies (contained in the Campus Administrative Manual) concerning use of sick leave. 


C. 
C. Parental Leave.
Eligible assistants are entitled to up to two weeks of parental leave without loss of pay immediately following the birth of a child, or upon either the initial placement or the legal adoption of a child under 18 years of age. Eligible assistants are those who hold an active appointment at the time the parental leave is taken. The requirement that academic staff members must have six months of service to receive this benefit does not apply to graduate employees. Parental leave will be counted as part of the twelve-week entitlement accorded by the Family and Medical Leave Act (FMLA) for FMLA-eligible individuals and may be used in conjunction with other paid or unpaid leaves for which the individual is eligible.



D. Jury Duty
Assistants are eligible for leave of absence without loss of pay for the duration of jury duty or for service as a witness in response to a subpoena which is related to an assistant’s past or current duties, on the day or days when the assistants would have otherwise been performing assistant duties. An assistant may also retain funds paid in compensation for jury duty in keeping with University policy. 
An assistant summoned as a juror or as a subpoenaed witness related to their past or current University duties shall immediately inform his/her supervisor of the absence. Teaching assistants who are called for jury duty shall discuss with their supervisor whether jury service will conflict with their teaching obligation and if so, whether requesting a deferral from jury duty is appropriate. An assistant who reports for jury duty and is dismissed shall resume his/her normal duties as soon as possible.



E. Military Leave 
Military leave shall be in accordance with applicable state and federal law, and University policy. 



F. Bereavement Leave.
Assistants are eligible to receive up to three days of paid leave to attend the funeral, for travel, and bereavement time upon the death of an assistant’s immediate family, same-sex domestic partner or household member, in-laws, grandchildren, and/or grandparents; and one day of paid leave for a relative other than the above, who is not a member of the assistant’s household.



G. Coverage Responsibility 
If an assistant must be absent from work, it is the assistant's responsibility to follow established departmental policies and procedures. This may include a responsibility to inform the assistant's supervisor in advance of the absence, to explain to the supervisor the reason for the absence, to secure the supervisor's approval of the absence, and to follow the employing unit's policies concerning arranging for substitutes to perform the assistant's duties. 



H. Personal Leave of Absence
An assistant may be granted an unpaid leave of absence during the term of his/her appointment, upon request to and at the sole discretion of the Employer and subject to such terms and conditions as the Employer may establish.



I. Holidays
Assistants shall receive holidays off without loss of pay in accordance with the campus holiday schedule, which may be modified from time to time.



J. Family Medical Leave Act of 1993 
In compliance with the Family and Medical Leave Act of 1993 (“FMLA”) and applicable rules and regulations, the University may adopt policies to implement the FMLA that are in accord with what is legally permissible under the Act and the applicable rules and regulations.