Discretionary Paid Leave and Vacation for Benefits-Eligible Other Academic Appointees
If you are a benefits-eligible Other Academic Appointee (OAA), you will receive 40 hours (5 days) of paid leave to use for any reason (Discretionary Paid Leave) per calendar year (i.e., each January through December). This allocation will be made on the OAA’s start date and will be replenished each January 1. Discretionary Paid Leave does not carry over into the next calendar year. Unused Discretionary Paid Leave will be paid out upon termination, resignation, retirement, or other separation from employment.
In addition to Discretionary Paid Leave, OAAs with three-quarter appointments may take time off each academic year in the periods between quarters and are not required to be in residence in the summer quarter.
OAAs with four-quarter appointments receive four weeks of vacation per calendar year. The first 40 hours (5 days) of vacation used in the calendar year will be considered Discretionary Paid Leave and subject to the above specifications. Vacation does not carry over into the next calendar year. Units may set rules for administering this policy.
Discretionary Paid Leave for Benefits-Ineligible Other Academic Appointees
If you are a benefits-ineligible OAA, you will accrue Discretionary Paid Leave at a rate of one (1) hour of Discretionary Paid Leave for every thirty-five (35) hours worked. The accrual will be calculated using total scheduled weekly hours in the human resources system.
For benefits-ineligible OAAs:
- The Discretionary Paid Leave year is each January through December.
- Discretionary Paid Leave accrual is capped at 40 hours per year.
- A maximum of 16 hours of accrued Paid Leave may be carried over to the next calendar year even if more than 16 hours are available on December 31.
- Unused Discretionary Paid Leave will be paid out upon termination, retirement, resignation, or other separation from employment with the University.
Using Discretionary Paid Leave
OAAs must give seven days’ advance notice before use of Discretionary Paid Leave. Until a request is approved, the time may not be taken. Units shall deny a request to use Discretionary Paid Leave if granting the request during a particular time would significantly impact operations, including for example, if the request for leave would prevent the OAA from teaching a course or administering an exam or would adversely impact patient care or research operations. There may be additional operational reasons to deny a request to use Discretionary Paid Leave that are not included in the examples above.
Discretionary Paid Leave must be used concurrently with FMLA leave and/or Short-Term Disability.