Policy Owner
Human Resources
Responsible Office(s)
Human Resources
Definitions and Acronyms
- Family Member” is defined as the employee’s spouse, son, daughter, or parent (not a parent-in-law).
- Son or daughter means a biological, adopted, or foster child; a stepchild; a legal ward; or a child of a person standing in loco parentis who is either under age 18 or age 18 or older and incapable of self-care because of a mental or physical disability;
- A parent is defined as a biological, adoptive, step, or foster father or mother, or any other individual who stood in loco parentis to the employee when he or she was a minor;
- care for a spouse, son, daughter, or parent who has a serious health condition, including incapacity due to pregnancy, and for prenatal medical care;
- A serious health condition - that makes the employee unable to perform the essential functions of his or her job, including incapacity due to pregnancy and for prenatal medical care;
Policy
- Eligibility - Full-time administrative and staff employees who are scheduled to work more than 35 hours per week, 12 months per year, are eligible for up to 104 hours of paid personal leave each year.
- Paid leave is earned on a pro rata basis for newly hired employees.
- Personal leave accrues from year to year and may be carried over not to exceed 520 hours (13 weeks)
- Personal leave should be used for absences such as
- personal or family member illness/serious health condition (as defined above)
- bereavement
- medical or dental appointments
- the birth of a son or daughter or placement of a son or daughter with the employee for adoption or foster care, and to bond with the newborn or newly-placed child;
- an employee's disability not covered under workers’ compensation, and/or self-quarantine/self-isolation when remote alternative options are not available
Please note: If personal leave is used in conjunction with approved FMLA, it must be taken concurrently.
Please note that personal leave should not be treated as vacation leave.
- In the event of an emergency, your supervisor should be notified at least 24 hours in advance, except in cases of unforeseen circumstances, when notice should be given as soon as possible.
- This benefit is not eligible for payout upon separation of employment and does not count toward years of service for retirement purposes. Please note that all absences are subject to the Absence Reporting and Call-In Requirements guidelines. Absences due to illness of three consecutive days or more will require medical documentation.
Policy Statement
To provide more flexibility with personal leave practices and to encourage employees to take time off, this leave is provided to all full-time and part-time employees.
Purpose
Whether you are sick or planning a family vacation, Converse University offers generous leave benefits to help our employees maintain a healthy balance between work and home life. The University provides full-time employees with personal leave to allow time off for personal sickness, caring for a family member, mental health and wellness, in certain inclement weather circumstances beyond university closings, quarantine, bereavement, and other unplanned absences.
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