Q: Where on the web can I find information on each of these policies?
A: Holidays
     Vacation (Non-exempt)
     Vacation (Exempt)
     Sick (Non-exempt)
     Sick (Exempt)
     FMLA

Q: What health conditions are qualifiers for FMLA?
A: Employee’s own health condition (including pregnancy and birth related
conditions), the birth or adoption of a child, to care for a spouse, child or
parent with a serious health condition.

Q: Can an employee use sick time for a dentist appointment?
A: Yes

Q: Can a supervisor establish guidelines for their departments as to when vacation time can be used?
A: Yes

Q: Who is the person in HR to contact with questions on each of the policies?
A: Holidays, Vacation, and Sick: Kelly Shubert at 1-5703
FMLA: Theresa Dockery at 1-5619

Q: When should a supervisor/employee start the FMLA process?
A: The University suggests that after two days off sick, that the HR department be notified. This is in order to review if the employee could qualify for FMLA.

Q: Who is eligible for holiday pay?
A: All regular full and part-time employees.

Q: How much vacation time does a new non-exempt employee receive? When do they become eligible to use it?
A: A new employee non-exempt employee receives one week of vacation. They are eligible to use it after six months of employment.

Q: If an employee were scheduled to work on a holiday, what would they get paid?
A: They will receive holiday pay, plus either straight pay for the hours worked, or compensatory time off on a straight time basis.

Q: In order to qualify for FMLA, is a medical certification from a doctor necessary?
A: Yes, when an individual requests leave for his/her own serious health
condition, or to care for a child, spouse, or parent with a serious health condition.

Q: When does an employee become eligible for their sick time?
A: Sick leave becomes available for use after the completion of the 90-day orientation period

Q: Who is eligible for FMLA?
A: Any regular full or part-time employee who has either been employed for 12 months, or worked at least 1,250 hours during the12 month period before the beginning of the leave.

Q: If an employee is taking FMLA for their own health condition, do they have the option to take a paid leave instead of unpaid?
A: Yes, if it’s for their own health condition and they have sick time remaining they must use that prior to the unpaid time. They can also use up to 5 days of sick paid for the care of a child, spouse, or parent.

Regardless of the reason, if they have sick time and want to use it towards
FMLA, they can use that time.

Q: What is the process for reporting vacation and/or sick time?
A: Vacation time should be reported through the Report of Absence Forms
1. Supervisor or employee should fill out form
2. Supervisor signs form
3. Supervisor takes form to Library Admin Offices
4. Coordinator of Office Services makes one copy and places it in the file
5. Coordinator of Office Services send the original to HR for processing

Q: How many personal days do employees get every year?
A: Two

Q: What holidays does the University observe?
A: The University Observes New Years Day, Good Friday, Memorial Day,
Independence Day, Labor Day, Thanksgiving, and the Christmas celebration.

Q: When do employees need to use their vacation time by?
A: All vacation time needs to be used by the end of the calendar year (December 31.)

Q: Does exempt staff receive sick time?
A: No. They may however, be eligible for short-term disability if needed.

Q: Where can leave of absence request forms for FMLA be obtained?
A: A FMLA leave of absence request form can be obtained from the office of human resources (Theresa Dockery)

Q: How/where can employees access the amount of vacation/sick time balance?
A: Employees can either call Kelly Shubert in the Office of Human Resources, or access the self-service website.

 

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