The updated absence-from-work policy consolidates several existing staff leave policies into a single, comprehensive absence policy. The updated policy applies to Professionals and Support Staff (PSS), Managers and Senior Professionals (MSP), and Senior Management Group members (SMG). See separate story.
Here is a summary of the policy changes that took effect June 1:
• New language advises employees on the potential consequences for misrepresenting a reason for a leave request or for not providing appropriate documentation to support the leave.
• New language references paid time off (PTO) programs, which have been adopted by some medical centers as an alternative to vacation and sick leave.
• New language prohibits an employee from using vacation leave on an intermittent basis during an unpaid leave of absence in order to benefit from holiday pay and employer contributions toward benefits that would not otherwise be provided.
• New language describes the impact of an appointment reduction to less than 50 percent time on the accrual of vacation.
• New language clarifies that supervisor approval is required for requested vacation leave.
• New language references the president’s delegation of authority that authorizes the implementation of local catastrophic leave donation programs.
• New language prohibits an employee from using sick leave on an intermittent basis during an unpaid leave of absence in order to benefit from holiday pay and employer contributions toward benefits that otherwise would not otherwise be provided.
• Increases the period of time (from 15 days to 90 days) a reemployed staff member will have accrued sick leave from prior service reinstated upon returning to work.
• The amount of accrued sick leave an employee may use during a family and medical leave to address a serious health condition on behalf of the employee, a spouse or domestic partner, a child, or a parent has been increased from 30 days to a 12-week period.
• A new parental bonding leave allows an employee to use up to 30 days of accrued sick leave to care for and bond with a newborn, adopted or foster care child.
• New sections have been added describing military caregiver leave and qualifying exigency leave under the federal government's Family and Medical Leave Act.
• The amount of accrued sick leave an employee may use in the event of the death of a family or household member has been increased from five to 10 days.
• New language references the existing policy on supplement to military pay, and new provisions for military spouse-domestic partner leave and Civil Air Patrol leave.
• New language allows an employee to request vacation leave or unpaid leave to serve as an election officer.
• New language references unpaid leave available to an eligible employee aiding with emergency response efforts or engaging in fire or law enforcement training.
• New language advises employees of work expectations and potential overtime requirements when an employee is called to jury duty.
• An employee may use accrued sick leave in order to donate bone marrow (up to five days) or organs for transplant (up to 30 days).
• New language incorporates existing guidance on emergency response to disasters to address an employee’s request for a leave related to natural or other emergencies.
• A new section provides information on leave provisions addressed under California law, including school suspensions, school activities, victims of domestic violence or sexual assault, victims of serious or violent felonies, and requests for literacy leave or rehabilitation leave.
Dave Jones, Dateline, 530-752-6556, dljones@ucdavis.edu