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Policy Name:  Time Away From Your Job
Policy ID Number:  03-04-014
Version Effective Date: Not available
Last reviewed on: January 1, 2019
Applies To:  Faculty Staff
Responsible Office:  Human Resources
 

INTRODUCTION AND STATEMENT OF PURPOSE
¿ìèÆƽâ°æ (NJCU) provides eligible employees with paid leave in accordance with State and Federal laws, University policy and Collective Bargaining Agreements. 

POLICY

Holidays
At the end of every calendar year, the Human Resources Department will distribute a holiday schedule applicable to all employees at the University for the coming year. These holidays are established by the State and are also memorialized in the appropriate collective bargaining agreements.

Vacation Time
For employees who are covered by a collective bargaining agreement, vacation time balances are credited on a calendar year basis. For managerial employees, such balances are credited on or about July 1st.

• Unclassified Collective Bargaining Unit Employees
  Non-faculty professional staff in the AFT collective bargaining unit earn 22 vacation days per fiscal year as set forth in the appropriate collective bargaining agreement in the link below.
  
  During the first year of employment such employees earn their days on a monthly basis. A process for scheduling vacation time is established at the department level consistent with the provisions of the appropriate collective bargaining agreement. Please inquire of your Supervisor /Manager concerning the scheduling of vacation time. Please see Article XXIV-b in the AFT Agreement.
   
• Classified Collective Bargaining Unit & Classified Confidential Employees
  Classified employees earn vacation days based upon length of service in accordance with the appropriate collective bargaining agreement set forth in the links below. The allotment of vacation time begins with 12 days for the first year of employment; these days are earned on a monthly basis. A process for scheduling vacation time is established at the department level consistent with the provisions of the appropriate collective bargaining agreement. Please inquire of your supervisor/manager concerning the scheduling of vacation time.
  
        see page 36
             see Article 22f 
             see Article 18/20
   
• Managerial
  Managerial employees earn 22 days of vacation time which may be scheduled with the approval of one’s manager.

Sick Time
For employees who are covered by a collective bargaining agreement, sick time balances are credited on a calendar year basis. For managerial employees, such balances are credited on or about July 1st.

• Classified and Unclassified Collective Bargaining Unit Employees
  Employees may on occasion be unavoidably absent because of personal or family illness. An employee who finds it necessary to be absent because of illness should communicate with their manager, supervisor or designated officer. Please see NJCU’s Time & Attendance Policy and the appropriate collective bargaining agreements as set forth below:
  
            see page 33
  AFT Agreement            see Article XXIV-c
                 see Article 22e
                  see Article 32
   
• Managerial
  Managerial employees accrue 15 sick days annually which may be used to remain in pay status for a personal or family illness. Please refer to NJCU’s Time & Attendance Policy for details.

Administrative Time
Classified Collective Bargaining Unit & Classified Confidential Employees in accordance with appropriate collective bargaining agreements, classified employees at the University are allocated a limited number of days to be used for personal leave. Please see the agreements set forth in the links below for details:

          see page 31
               see Article 22a
                see Article 19/20

Bereavement Leave
All employees may use sick leave or other approved leave time for bereavement purposes.

Appropriate documentation may be requested.

Leave of Absence

• Managerial Employees
  The University may grant leaves of absence without pay to full-time managerial employees. Leave may be extended for exceptional circumstances upon request of the employee and approval of the University.

Unauthorized Leave
Any employee who is absent from duty five or more consecutive days without the approval of their supervisor shall be considered to have abandoned their position. An employee who has not returned to duty for five or more consecutive business days following an approved leave of absence shall also be considered to have abandoned their position. Please refer to: Title 4a - Administrative Code: see Section 4A:2-6.2

Jury Duty or Court Appearance
All employees of the University shall be granted leave with pay for the time required to attend jury duty during work hours. Please be advised that an employee is not allowed to accept payment for jury duty.  Employees who are required to attend jury duty during the work shift immediately preceding or following their scheduled work shift within the same day shall be excused from the scheduled work shift. Employees shall be granted up to their normal number of work hours in any one day to attend jury duty. Employees who do not work on a fixed workweek schedule may be granted up to eight hours' leave in any one work day. Documentation will be required.

Similarly, time off with pay shall be granted when an employee is summoned as a witness before a judicial or quasi-judicial proceeding to which they are not a named party. In instances in which the employee is a party to such proceedings, time off without pay shall be granted for the appearance.

Military Leave
For all employees seeking military leave, please contact the Human Resources Department for relevant and current information on Military leave or see section 4A:6-1.11 in the Civil Service regulations.

Workers Compensation
NJCU is committed to providing a safe environment for its employees. In recognition of the fact that employees may, from time to time, sustain injuries while working, the procedure set forth in the link below provides detailed information as to how such injuries must be reported/treated in order to qualify for coverage for compensation under Workers Compensation.

DATE TO INITIATE REVIEW AND UPDATE
As deemed necessary or appropriate by the Policy Coordinator but at a minimum, at least every 5 years from the date of last review.