An alternative workweek schedule is defined as one in which a non-exempt staff employee is scheduled to regularly work in excess of eight hours in any workday.
All staff employees are eligible for these unpaid leaves; excluded are those claiming student status (including teaching and research assistants).
Employees who are victims of domestic violence, sexual assault, or stalking may take time off to provide for their own, or their children’s, health, safety or welfare.
An employee summoned to appear as a witness at an administrative or other legal proceeding involving the university will receive their regular pay for the time they are required to be absent from work.
An employee who is a victim of a serious or violent crime, or who is a family member of a victim, may take unpaid time off to attend judicial proceedings related to the crime.
All employees are eligible. Up-to-date certification from a qualified healthcare provider documenting the need for a medical leave is required.
Disaster leave provides employees with job protection and, when applicable, continued pay and benefits over a designated period of time in concert with a “declaration of emergency” issued by the President or President’s designee.
In the event of a discrepancy between this policy and a collective bargaining agreement, the terms of the collective bargaining agreement will govern.
An employee wishing to take time off to observe a religious holiday must notify his/her manager at least 30 days prior to the holiday.
California law requires that employees who work an average of at least 20 hours per week may take up to ten days of unpaid leave while their spouse is on leave from military deployment.
The Family School Partnership Act of 1995 allows employees who are parents, grandparents, step-parents, foster parents, or a person who stands in loco parentis (in the place of a parent) to a child time off to participate in their children’s school activities in kindergarten through grade 12, in licensed daycare facilities, and activities conducted by a licensed childcare provider.
An employee must notify his/her manager as soon as s/he receives a jury summons.
All benefits-eligible staff employees are eligible. Excluded are resource employees, per diem employees, faculty, postdoctoral scholars and those claiming student status, including teaching and research assistants.
All full-time staff employees are eligible. Excluded are resource employees, per diem employees, faculty, and those claiming student status, including teaching and research assistants; employees covered by a collective bargaining agreement are also excluded.
All employees are eligible. Excluded are resource employees, per diem employees, postdoctoral scholars and those claiming student status, including teaching and research assistants.
All staff employees are eligible. Excluded are resource employees, per diem employees, faculty and those claiming student status (including teaching and research assistants).
Staff employees who have completed one year of benefits eligible service prior to the date of the requested personal leave are eligible.
All employees are eligible. The university adheres to the California Elections Code (Section 14000, 1994) as quoted below. This accommodation will be made for all employees, including faculty, staff, and those claiming student status.
The Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA) provides for job and benefits protection for an individual who has left his/her job to enter service in the uniformed services of the United States and received an honorable discharge upon leaving the service.
All employees who have been employed by the university at least 12 months by the start of the leave and have worked at least 1250 hours during the 12-month period immediately preceding commencement of the leave are eligible.