The University of Texas Health Science Center at Houston (“the university”) may grant employees paid leaves of absence for a variety of reasons. The granting of a leave of absence signifies the employee's position will be restored when the employee returns. Once a leave has been approved, the employing department is responsible for ensuring the employee's position will be available at the appropriate time. (One exception exists: refer to HOOP Policy 2.65 Military Leave.) The university considers the following to be paid leaves:
Except for military leave, time off for voting and jury duty, the eligibility requirement for all paid leaves is that employees must be appointed for at least 20 hours per week for at least four and one-half months in a fiscal year. Less than full-time, benefits eligible employees will accrue paid leave on a proportional basis.
Employees may not carry over negative paid leave balances from one calendar month to the next. An employee with a negative balance must be placed on leave without pay for any unearned leave taken.
If an employee is absent on a paid leave status, the employee will continue to accrue paid leave each month on leave. The hours accrued while on leave may be posted to the leave balance only when the employee returns to work. Should the employee fail to return to work, the employee will not receive the accruals and will not be paid for those hours.
Note: Leave granted pursuant to the Federal Family and Medical Leave Act of 1993 is not considered to be paid leave. However, during the 12-work week period of that leave, the employee is required to substitute any accrued sick leave when applicable and/or vacation available to remain on paid status. (Refer to HOOP Policy 2.40C Family and Medical Leave.)
For questions regarding the administration of paid leave, contact Human Resources.
Updated 8/01; 11/07