Welcome NMSU Employees!

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Welcome NMSU Employees!

• Leave Policies Workshop

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Annual Leave

• Exempt and Non-Exempt Employees
• Regular full-time employees earn 22 work days per
  year.
• Time is prorated for regular part-time, 9, 10 and
  11-month employees.
• Leave accrues from hire date, and may be used as
  it is earned.
• Annual leave can be accumulated to a total of 52
  working days (416 hours), but only 30 days (240
  hours) may be carried forward each July 1st.

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Annual Leave Continued

• Leave may not be advanced.
• Leave will transfer from one department to
  another.
• Anyone who has accumulated more than 30 days must
  use excess leave (with supervisors approval)
  prior to October 1st.
• When an employee terminates employment, leave is
  paid up to 240 hours.

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Sick Leave

• Regular full-time employees (prorated for
  part-time, 9, 10 and 11-month employees) earn 1
  day of sick leave per month(12 days per year).
• Leave accrues from hire date, and may be used as
  it is earned.
• Sick leave may accrue to 800 hours (100 days).
• Sick leave will transfer from one department to
  another.
• Leave may be used when an employees presence is
  reasonably required to care for a dependent
  during an illness. A dependent is defined as a
  spouse, child, or immediate family member who
  normally reside in an employees household and
  are dependent upon the employee for care and
  maintenance.

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Sick Leave Continued

• Leave is also granted to full-time employees for
  the care of a newly adopted well child under the
  age of 5. Leave may not exceed 6 weeks. If both
  parents work for the university, combined leave
  may not exceed 6 weeks.
• Birth fathers may take up to 6 consecutive weeks
  of sick leave.
• Documentation for the use of sick leave may be
  required.
• When an employee terminates employment, leave is
  paid if the employee has between 600-800 hours of
  leave at ½ their hourly rate. The maximum amount
  payable is 200 hours.
• If an employee depletes their sick leave,
  available annual will be applied.

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FMLA

• Available to all employees who have been with the
  university for at least 12 months (does not have
  to be consecutive), and have worked at least
  1,250 hours for the university during the 12
  month period immediately preceding commencement
  of the leave.
• Allows 12 weeks of unpaid job protected leave in
  a 12 month period.
• Sick leave is required to be used. The use of
  annual leave must be approved by the employees
  supervisor. If annual leave is not approved,
  then the employee is placed on LWOP.

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FMLA Continued

• 6 weeks of sick leave may be used for
  circumstances listed under section 7.20.45 of the
  NMSU Policy Manual.
• Departments must notify Benefit Services when an
  employee uses more than 3 continuous days of sick
  leave, annual leave or LWOP for medical
  circumstances for that individual or individuals
  family member.
• FMLA is administered by Benefit Services.

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Sick Leave Bank

• Employees are eligible to join if they have 2
  years of continuous employment and are enrolled
  in the Long-Term Disability program. Enrollment
  in the Long-Term Disability program must be
  maintained in order to remain eligible for usage
  of the bank.
• Employees are required to donate 5 days to the
  bank.
• Program was established to help employees
  affected by a personal emergency.
• All annual and sick leave must be exhausted
  before usage of the bank may begin. See section
  7.20.80 of the NMSU Policy Manual and the Human
  Resources Web Site.
• Usage of the bank is contingent upon approval
  from the SLB Committee.
• A maximum of 70 days per personal emergency or
  fiscal year may be used.

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Military Leave

• Available to employees who are required to leave
  for military training. A copy of military orders
  must be submitted to supervisor.
• Military leave with pay cannot exceed 15 working
  days.
• Employees are not required to use annual leave.
• Military leave is for training purposes only.

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Active Military Duty

• Regular employees who are mobilized or volunteer
  for active duty are placed on leave without pay
  until the date of discharge or release from
  active duty at which time they will return to
  regular employment so long as they are honorably
  discharged. Copy of orders and DD214 required.
• Active duty cannot be for more than 5 years,
  unless active duty is during a war, declared
  national emergency or active duty in support of a
  critical mission.
• After active duty, an employee must apply for
  re-employment as follows
• Military Service Period less than 31 days
  beginning of the next regularly scheduled work
  period on the first full calendar day following
  completion of service plus 8 hours, after return
  to place of residence.

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Active Military Duty Continued

• Military Service Period between 31 and less than
  181 days must apply for re-employment no later
  than 14 days after military service is completed
  or next full calendar day when such application
  becomes possible.
• Military Service Period greater than 180 days
  must apply for re-employment no later than 90
  days after service is completed.
• Discharge from employment will not occur without
  cause for a period of time based on the period of
  military service
• 6 months if service is between 30-181 days.
• 1 year if service is greater than 180 days.

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Active Military Duty Continued

• Employees may use annual leave during their
  active duty status, but not military leave.
• Employees may continue insurances during active
  duty by paying 100 of the premium. Employees
  who elect not to continue insurances may
  re-enroll in the plans upon return without
  submitting evidence of insurability.

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Compassionate Leave

• Up to 3 days of leave will be granted to
  employees when a member of their immediate family
  passes away. Leave must be taken immediately
  after death of the family member.
• Immediate family is defined as spouse, child,
  parent, brother, sister, mother-in-law,
  father-in-law, grandparents, grandchildren, and
  legal guardians.
• Benefit is available to regular employees only.

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Jury Duty

• Employees are paid their regular salary up to 8
  hours for jury duty service.
• If employees serve less than 8 hours in a day,
  they are required to return to work after service
  ends.
• Available to regular employees only.
• Employees must present written notice of how many
  days they served under jury duty.
• Employees may retain any payments received for
  service on a federal jury, however state
  regulations prohibit public employees from
  receiving payment for serving on state juries.

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Court Witness

• A copy of a subpoena should be given to the
  employees supervisor.
• Annual leave or LWOP will be granted.

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Leave Without Pay

• Leave without pay (LWOP) may be requested for up
  to 90 days once all annual and sick leave (if
  for medical reasons) has been exhausted.
• Leave without pay for an exempt employee will
  begin on the first 8 hour day and end on the last
  8 hour day of the leave period.
• Departments must obtain approval from the Human
  Resources Director via written request through
  the Dean and Provost, if requesting LWOP for more
  than 90 days.

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Leave Without Pay Continued

• If an employee is on LWOP for more than 50 of a
  pay period, the employee is responsible for
  paying 100 of insurance premiums (employer and
  employee portion).
• Employees on Educational, FMLA and Professional
  LWOP are required only to pay the employees
  portion of insurance premiums.
• If premiums are not paid, an employees insurance
  coverage is subject to cancellation.

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Leave for Internal Interviews or Other
University Services

• Leave will not be charged to a regular employee
  who is interviewing for a position within the
  university, registering for classes, visiting the
  University Health Center, or the Employee
  Assistance Program. Leave must be used when an
  employee takes a dependent to the University
  Health Center.

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Employee Tuition Remission

• Employees taking courses under the tuition
  remission program during working hours may be
  required to make up time spent away from the work
  station (or take annual leave) unless enrollment
  is a requirement for continued employment.

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Employee FTE Changes

• Before making a change to an employees FTE,
  supervisors are highly encouraged to consult with
  Benefit Services before making the change.
  Changes in FTEs may effect an employees
  eligibility for benefits including, but not
  limited to
• Leave (annual, sick, sick leave bank, etc)
• University sponsored insurance program

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Return to Work RetireesApplies only to Retirees
with an approved application to return to work on
file with the Educational Retirement Board

• Retirees who are employed as regular employees
  eligible for leave, will earn 22 days of annual
  leave each fiscal year. All leave for the
  previous fiscal year must be used by September
  30th of the current fiscal year or it will be
  lost.
• When the retiree terminates employment, annual
  leave balances are not payable to the retiree.

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Questions?Benefit ServicesRoom 14, Hadley
Hallbenefits_at_nmsu.edu646-1741