Upon evidence satisfactory to the appointing authority of the death of a spouse, child, parent (including step-parent), brother, sister, grandparent or grandchild of an employee; or parent (including step-parent) of spouse; domestic partner; or person living in the immediate household, an employee shall be entitled to leave without loss of pay for a maximum of four (4) consecutive working days. In the event of the death of an employee's son-in-law or daughter-in-law or of the spouse's child, brother, sister, grandparent or grandchild, a maximum of two (2) consecutive working days shall be available for use by an employee. In the event that the internment of, or memorial service for, any of the above named relatives is to occur at a time beyond the bereavement leave granted, the employee may request to defer one of the days to a later date. Such request shall be made at the time of notification to the CEO of the death of one of the above named relatives, and may be granted at the discretion of the CEO.
Days on which Offices will Operate with Limited Personnel
Day after Thanksgiving Friday, November 29th
Day before Christmas Tuesday, December 24th
7.3 Jury Duty
If you are summoned for jury duty, please present to your immediate supervisor or manager the appropriate court notification. You will receive full pay for the duration of the court leave contingent upon remitting to Human Resources the compensation received from the court (excluding expenses).If you receive jury fees for jury service, upon presentation of the appropriate court certificate of service you will either: (1) retain such jury fees in lieu of pay for the period of jury service if the jury fees exceed your regular rate of compensation for the period involved; or (2) remit to Human Resources the jury fees if less than your regular rate of compensation for the period involved. Jury fees shall be the per diem rate paid for jury duty by the court not including the expenses reimbursed for travel, meals, rooms, or incidentals.
If you are summoned as a witness in court on behalf of the Commonwealth or any town, city, or country of the Commonwealth or on behalf of the federal government, you will be granted court leave with pay upon filing of the appropriate notice of service with your department head. This shall not apply if you are also in the employ of any town, city, or county of the Commonwealth or in the employ of the federal government or any private employer and are summoned on a matter arising from that employment.
All fees for court service, except jury fees paid for service rendered during office hours, must be paid to the Commonwealth. You may retain any fees paid to you for court service performed during a vacation period. You shall retain expenses paid for travel, meals, rooms, etc. Court leave will not affect your employment rights.
No court leave shall be granted when the employee is the defendant or is engaged in personal litigation.
7.4 Personal Days
Non-Unit Professional Staff - 5 personal days are awarded in January for use during the following year.
Non-Unit Classified Staff - 5 personal days are awarded in January for use during the following year.
Note: new hires are awarded personal leave on a pro-rata status according to their date of hire.
7.5 Sick Days
Sick leave hours are accrued on a bi-weekly basis for a total of 12 days per year to a maximum of 120 days
Employees who retire directly from active employment and who have accumulated unused sick leave credits shall be paid an amount equal to 20% of the value of such credits, computed by multiplying the number of days sick leave available times the daily rate of salary received by the employee at the time of his/her retirement.
No cash out of sick leave will be allowed for employees who defer their date of retirement.
7.6 MA Earned Sick Leave Law (as of 7.1.2015)
MA Earned Sick Leave Law (as of 7.1.2015)
Chapter 149 of the General Laws, §148C and 940 CMR 33.02 require that the employer shall provide a minimum of one hour of earned sick time for every thirty hours worked by an employee, up to a maximum of 40 hours of sick time in a calendar year. Please visit the Human Resources policies page for more information regarding the Earned Sick Leave Law.
Non-Unit employees are automatically enrolled in the sick leave bank. The Bank provides paid leave for periods of illness or disability that exceeds an employee's accrued time. It is not meant, however, as a substitute for long-term disability insurance.
Vacation hours are accrued on a bi-weekly basis and can be viewed on your pay advice.
Non-Unit Professional Staff
Accrue 20 vacation days per year (up to a maximum of 368 hours/46 days). In addition longevity vacation days are accrued as follows:
1 additional day after 5 years of service
2 additional days after 10 years of service
3 additional days after 20 years of service
Non-Unit Classified Staff
The maximum accrual for Non Unit Classified Staff is 345 hours/46 days. Vacation days accrue as follows:
10 days per year up to 4 1/2 years of service
15 days per year: 4 1/2 to 9 1/2 years of service
20 days per year: 9 1/2 to 19 1/2 years of service
25 days per year: 19 1/2 or more years of service
7.10 Other Leave (FMLA and Parental Leave)
Other Leave (FMLA and Parental Leave)
After three consecutive months of employment, an employee is entitled to an 8-week maternity leave. This is an unpaid leave unless the employee uses any accrued time. Health and life insurance benefits will continue. In addition, the employee is eligible for Paid Parental Leave.
Employees that have been employed by the University for at least three (3) consecutive months are eligible for the Paid Parental Leave. These guidelines, HR-Internal-05-Paid Parental Leave Guidelines, provide eligible employees with a period of paid time off for activities related to the care and well-being of their newborn or adopted child.
Family & Medical Leave Act (FMLA)
After 12 months of employment, an employee is eligible for leave up to 12 weeks unpaid, job protected leave, during a 12-month period related to the birth or adoption of a child; a serious health condition of the employee; or the need to care for a spouse, child, or parent with a serious health condition. Health and life insurance benefits continue. While on approved, unpaid FMLA, employees may utilize sick, vacation, and personal accrued time. All leave plans run concurrently.
This Employee Handbook is provided as a guide for Non-Unit Employees at University of Massachusetts President's Office and is not to be considered a contract of employment. Only written statements signed by an appropriate officer of the University are valid and binding employment contracts.