In the event of a mid-month hire, separation, or change, annual and sick leave accrual amounts will be determined as follows:
Hire or addition of hours worked: If the effective date is on or before the 15th of the month, the employee will receive full accrual for that month. If the effective date is after the 15th of the month, the employee will receive one-half of the full accrual for that month.
Separation from employment or reduction of hours worked: If the effective date is on or before the 15th of the month, the employee will receive 1/2 the usual accrual amount. If the effective date is after the 15th of the month, the employee will receive full accrual for that month.
Should an employee separate from the university and return to employment within 12 months, then their sick leave bank and annual leave accrual rate will be reinstated at the level of previous employment. If leave from NNU employment was longer than 12 months they will begin at the new employee sick leave and annual leave accrual rates.
Annual Leave (Vacation)
Full-time established University Staff employees are entitled to annual leave time as follows:
|Effective Period||Annual Leave||Per Month||Maximum|
|Up to 60 Months||0.83 working day per month (10 working days per year; 80 working hours)||6.67 hours per month||Maximum = 160 hours|
|61 - 120 Months||1.25 working days per month (15 working days per year; 120 working hours)||10 hours per month||Maximum = 240 hours|
|121+ Months||1.667 working days per month (20 working days per year; 160 working hours)||13.34 hours per month||Maximum = 320 hours|
Annual leave may be taken as it is accrued. If an employee does not have adequate annual leave accrued to cover an absence, the employee must (prior to the absence) obtain authorization to take an unpaid leave. Leave accruals are not permitted to go into a negative accrual. If an employee has accrued leave available, it must be used before leave without pay is requested or granted.
Annual leave may be accrued up to the number of days allowed for two years* (i.e., if an employee who had been employed fours years had the maximum number of days accrued, he or she would have 20 accrued days available). Employees working less than full-time in an established position will accrue leave on a pro-rated basis (i.e., a person employed at .625 FTE would accrue leave at .625 of the full-time benefit). If rolling over into the next increment of annual leave accrual, carry over may accumulate to the higher of the two. If the maximum accrual has been reached, no additional leave will be accrued until some has been taken. The intention is for employees to use leave to allow for rest and rejuvenation. If an employee has accrued unused annual leave remaining on his or her last day of employment at NNU, such accrued unused leave will be paid in full at separation of employment.
*If your accrual rate was grandfathered at a previous amount on August 2, 2011, please be aware that the maximum carry-over is still based upon the chart above.
Full-time established University Staff employees earn sick leave time as follows:
|Effective Period||Sick Leave Accrual Rate||Per Month||Maximum|
|First day of employment in an established position||0.83 working day per month (10 working days per year; 80 working hours)||6.67 hours per month||Maximum = 85 days|
(Due to leave system accrual mechanics, the monthly accrual amount may occasionally vary by .01 of an hour.)
Unused sick leave may be accumulated to a maximum of 85 work days (the equivalent of the 120 day waiting period for long-term disability). Part-time established University Staff who work at least 1,040 hours per year are eligible for sick leave on a reduced, pro-rated basis.
In addition to employee illness, sick leave uses are limited to the following:
Health care appointments, compassionate and funeral leave, illness of dependent children still living at home, illness of spouse, and up to five consecutive days* for adult children and parents who are in the hospital or are recuperating from a serious illness. *Additional time, if requested, must be approved by the supervisor and the Director of Human Resources.
When an employee becomes eligible to receive disability insurance benefits, the employee will no longer be eligible to receive sick leave benefits.
NNU will not pay for unused sick leave on termination of employment.
The employee must report his or her need for sick leave to his or her immediate supervisor as soon as the need for leave is known to the employee but no less than 30 minutes prior to the scheduled time the employee is to report to work.
Sick leave is not be be used as additional vacation days.
If sick leave accrual is exhausted and additional time is needed for sick leave, annual leave will be utilized. Sick leave accruals are not permitted to go into a negative accrual.
If all leave accruals are exhausted and additional time (for an extended period) is needed, employees may apply for unpaid leave through their Vice President or the President.
To permit employees who have care-giving responsibilities to have paid time off immediately surrounding the birth of a child or the adoption of a child less than three years of age.
After two (2) year(s) of uninterrupted full-time service, full-time employees, working in established positions are eligible to receive two (2) weeks of paid leave immediately surrounding the birth of their child or the adoption of a child under the age of three years. An application for parental leave is to be completed an submitted to the employee's supervisor a minimum of 90 days prior to the proposed commencement of the leave. Upon the supervisor's approval of the proposed work schedule during the employee's absence, the supervisor will sign and submit the application to the Office of Human Resources for verification of length of service. The Office of Human Resources will then forward the application to the appropriate Vice President (VP). Upon approval from the VP, the approved application will be filed in the employee's separate health record in the Office of Human Resources and the VP will notify the employee and the supervisor of the approval.
This parental leave period is intended to be the two (2) weeks immediately following the birth or adoption, but the start date may be adjusted to best meet the needs of the employee and the University. It is important to maintain the integrity of the learning environment, the workplace environment and of the educational expectations of each Department. Therefore, the supervisor and employee will work toether to find the most equitable arrangement that meets the needs of both the employee and the University. The employee will be excused from all NNU responsibilities during this leave period. The parental leave shall run concurrent with FMLA (Family Medical Leave Act) leave. Sick leave and annual leave shall not be reduced during the stated two-week period but can be used after the two week period if the employee wishes to take more than two weeks off. Employee benefits will continue while an employee is taking parental leave as if he or she were actively working during that period and the employee will be responsible for payment of his or her portion of any benefits and/or premiums. The employee must contact the Payroll Office in advance to make arrangements for payment of premiums and benefits, and Accounts Payable to make arrangements for payment of any personal outstanding accounts receivable prior to the commencement of the leave period.
Employees wishing to take additional paid time off after parental leave has expired, but still within the provisions of FMLA leave, must utilize accrued sick leave, then annual leave up to the time when accrued leave is exhausted. If parental leave and accrued leave are exhausted and the employee has time available under the FMLA leave, he or she may choose to utilize the remaining FMLA leave without pay.