An employee will be granted a maximum of three (3) days, (twenty-four (24) hours), leave without loss of pay or vacation during the period starting on the date of death and ending on the tenth calendar day after the funeral or memorial service in accordance with this policy. The three (3) days need not be taken consecutively. Such time should be provided on a prorata basis for an employee who works 99 percent to 75 percent FTE. Any additional days required must be charged to accrued vacation or taken as excused leave without pay.
To learn more about this policy and using funeral leave, read HR-412 Funeral Leave.
The following days have been designated as official University holidays: New Year's Day, Martin Luther King Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and the Friday following, Christmas Day, and other days as may be designated by the President. Holidays are considered to extend over a 24-hour period. When a holiday falls on Saturday, the preceding Friday is observed. When a holiday falls on Sunday, the following Monday is observed. Official holidays occurring during a vacation period are not counted against vacation time.
Any employee who shall be called for any jury service shall report the call to the immediate superior (as above provided for a witness) and shall be relieved from duties for the reasonable time required for rendering such jury service. The employee shall be entitled to retain all compensation received for such jury service, and no deduction shall be made in his/her regular compensation for the reasonable time he/she is absent from duty on account of responding to such jury service.
To learn more about this policy and other legal proceedings, read HR-410 Legal Proceedings.
Employees involved in legal proceedings may receive time off to attend the proceedings depending on the nature of employee involvement.
Any University of Missouri employee who is or becomes a member of the Armed Forces of the State or of the United States will be granted a leave of absence for military service. The leave can be for voluntary or involuntary enlistment, during which time the employee is engaged under official orders in the performance of duty or training subject to limitations as stated in the policy. Armed Forces shall include the Air Force, Army, Marines, Navy, Coast Guard, National Guard or any reserve component, reserve units, commissioned corps of the Public Health Service and any other category of persons designated by the President in time of war or emergency.
Regular administrative, service, support, and certain non-regular academic employees as approved by the Chancellor and President will be granted four (4) personal days (32 hours) each year. The year will be calculated using the employee's beginning employment date. Regular employees who are 99 percent to 75 percent FTE are granted personal days on a prorata basis. Personal days are to be used at the employee's discretion, subject to supervisory review and approval. Personal days must be taken before the end of the anniversary year and accumulation beyond the year is not permitted.
The University provides paid sick leave to eligible employees to encourage time off to care for one’s own heath, and the health of immediate family members. The following sick leave applies to all benefit-eligible administrative, service, support, and certain non-regular academic employees as approved by the Chancellor and President.
Employees with primary titles that are administrative, service, and support who are exempt from classification because their positions are primarily directing instructional or research activities are not subject to this policy.
To learn more about this policy and using sick leave, read HR-404 Sick Leave.
Regular administrative, service, and support staff who have prior supervisory approval are eligible to receive paid vacation. Employees with primary titles that are administrative, service, and support who are exempt from classification because their positions are primarily directing instructional or research activities are not subject to this policy.
Vacation time is not earned unless the probationary period is satisfactorily completed. However, employees needing to take time off during their probationary period may utilize personal days or, with supervisory approval, employees may take leave without pay.
Please note that maximum accrual is twice your annual accrual.
In compliance with the laws of the State of Missouri, all University employees may receive time off with pay for the purpose of voting. The term election shall be interpreted as including all elections which place local, state and national candidates and/or issues before the general public.
To learn more about this policy and restrictions, read HR-411 Voting.
The University will operate under a reduced operation plan during the period starting the day after Christmas Day holiday is observed and running through the end of the day before New Year’s Day holiday is observed. The dates of observation of those holidays shall be as specified in Section 340.040 of these Collected Rules and Regulations. This rule will not apply to the operations of University of Missouri Health Care or employees in that unit.
To learn more about this policy and restrictions, read HR-415 Winter Break Leave and CRR-340.045 Winter Break Reduced Operations.
To view all leave policies, please visit: University of Missouri Leaves
The Family and Medical Leave Act (FMLA) is a federal law that provides employees the right to take leave for family, medical reasons and leave for military families while maintaining job protection.
For detailed information on filing a request with Unum, please see: FMLA Filing Instructions
To learn more about the FMLA Administrative Transistion click here.
A leave of absence without pay may be granted when the requirements of the department permit, when such leave is for prolonged illness or injury, or for any exceptional personal or institutional reason. Leaves of absence without pay may be granted only after all appropriate accumulated leave has been used. Such leave must be requested by the employee and recommended by the department chairperson or administrative head, and approved in accordance with the current delegation of authority.
To promote the University’s strong commitment to the prevention of domestic or sexual violence and protection of victims, the University is instituting this policy in accordance with the Victims’ Economic Security and Safety Act (VESSA), which will provide eligible employees with job-protected unpaid leave to address specified needs resulting from domestic or sexual violence.
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