Guidelines

The Boulder Campus leave benefits can be found on the campus Human Resources website. Leave usage by University Staff is governed by Regent Policy 11E. The information found on this college site is for summary reference only. Please be sure to consult the campus Human Resources website for detailed policy information and guidance.

Types of Leave

Administrative Leave

Administrative leave is authorized according to Regent Administrative Policy Statement 5021. Such leave may be granted at the discretion of the supervisor, not to exceed ten working days over a 12-month period. Extended paid administrative leave may be granted as a result of disciplinary action or investigative purposes.

Bereavement Leave

Bereavement leave provides up to five paid working days at the discretion of the supervisor.

Family Medical Leave

Family Medical Leave provides eligible employees with up to 12 weeks of Family Medical Leave during a rolling 12 month period, measured backwards from the day they use Family Medical Leave for the following reasons:

  1.  The birth and care of a newborn child (for an employee who has pregnancy status and is not eligible for Family Medical Leave, the employee may be entitled to leave as an accommodation under the Colorado pregnancy law);
  2. The placement and care of a child from adoption or foster care;
  3. To care for a spouse, civil union partner or domestic partner, child, or parent with a serious health condition;
  4. An employee’s own serious health condition;
  5. Active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation; or
  6. Up to 26 weeks (1040 hours) in a single 12-month period for military caregiver leave for a service member who is seriously ill or injured in the line of duty while on active duty.

In addition to Family Medical Leave, university staff and faculty are entitled to take up to six months of Parental Leave following the birth or adoption of a child. Any accrued sick and vacation leave may be used during this time. Parental leave must be taken within twelve months of the birth or adoption of a child. Parental leave runs concurrently with Family Medical Leave.

Procedures for Requesting Family Medical Leave

  • Staff member notifies Supervisor and Campus Human Resources' Family Medical Leave Act Coordinator regarding need to request Family Medical Leave by completing and submitting the Family Medical Leave Request Form for Classified and University Staff via email to:
  • Campus Human Resources' Family Medical Leave Act Coordinator determines Family Medical Leave Act eligibility within five business days of receiving request.
  • Staff member provides the following to medical provider:
  • Campus Human Resources Family Medical Leave Act Coordinator reviews the Medical Certification.
    • If sufficient, Campus Human Resources' Family Medical Leave Act Coordinator will provide the following to employee with cc: to the Supervisor and College of Arts and Sciences' Human Resources Service Center:
      • Designation Notice,
      • Fitness to Return Certification (if leave request is for employee's serious health condition and health condition is not pregnancy),
      • Short Term Disability information (if leave request is for employee's serious health condition)
      • My Leave instructions for recording time, and
      • Supervisor will review Designation email and direct any questions to Campus Human Resources' Family Medical Leave Act Coordinator.
    • If not sufficient, Campus Human Resources' Senior Family Medical Leave Act Consultant will review Medical Certification and will be responsible for authenticating/clarifying by:
      • Notifying College of Arts and Sciences' Director of Personnel.
  • The College of Arts and Sciences' Human Resources Service Center enters leave and pay rate change (if applicable) in HCM (Human Resources software).
  • Staff member tracks and records leave in My Leave.
    • Supervisor monitors Family Medical Leave for timesheet approval.
    • Employee/Supervisor notifies the Campus Human Resources' Family Medical Leave Act Coordinator in situations where need for Family Medical Leave has changed (i.e., employee returns to work earlier than anticipated, employee needs to extend leave).
  • Campus Human Resources' Family Medical Leave Act Coordinator will monitor Family Medical Leave Act time until leave is exhausted or case is closed.

Procedures for Fitness to Return Certification

  • Campus Human Resources' Family Medical Leave Act Coordinator sends employee Fitness to Return form one week prior to expected return date as documented in the Designation Notice with cc: to supervisor.
  • Staff member provides the Fitness to Return Certification to medical provider for completion and submits to the Campus Human Resources' Family Medical Leave Act Coordinator and Supervisor.
  • Campus Human Resources' Family Medical Leave Act Coordinator reviews Fitness to Return Certification and determines employee's eligibility to return to work.
    • If employee is eligible to return with no restrictions, employee returns to work and Campus Human Resources Family Medical Leave Act Coordinator notifies College of Arts and Sciences' Human Resources Service Center and closes case.
    • If employee is eligible to return with restrictions, Campus Human Resources Employee Relations/Family Medical Leave Consultant works with unit and the Americans with Disabilities Act office regardinging needed accommodations.
    • If employee is ineligible to return and Family Medical Leave has not been exhausted, employee will need to provide an updated Medical Certification.

Holiday Leave

Holiday leave provides permanent full-time employees on the payroll when the holiday is observed with eight hours of paid holiday leave (pro-rated for part-time work or unpaid leave in the month) to observe ten designated holidays per the University calendar.

Jury Leave

Jury leave provides paid leave for the period of jury duty or when appearing as a witness under subpoena or direction of the proper authority.

Military Leave

Military leave provides paid leave for up to 15 calendar days in a 12 month period. Unpaid leave is granted after the exhaustion of the 15 calendar days up to the maximum allowed by law. Employees continue to accrue sick and vacation leave.

On-the-Job Injury Leave

On-the-job injury leave provides up to 90 work days of paid leave for an employee who suffers an injury or illness compensable under the Workers' Compensation Act.

Parental Leave

University staff and faculty are entitled to take up to six months of Parental Leave, per Regent Administrative Policy statement 5019. Effective July 1, 2018, the university paid parental leave program grants research faculty, nine-month non-tenure track and university staff 240 hours (6 weeks) of paid parental leave, prorated for percent of time. Parental leave must be taken within twelve months of the birth, adoption, foster placement or guardianship of a child. Parental leave runs concurrently with paid parental leave and Family Medical Leave.

Parental Academic Leave

Effective September 1, 2015, parental academic leave is no longer provided for university staff.  Please refer to official language as provided by the Colorado Assembly.

Short Term Disability Leave

Short Term Disability leave is available to university staff, which does not provide job projection beyond what is provided through Family Medical Leave.  For questions regarding how to submit and/or complete an application, or if you have questions about disability benefits, please contact Employee Services at 303-860-4200.

Sick Leave

Sick leave should be used when the employee is unable to perform his/her job due to an illness or injury not covered by workers' compensation. Sick leave may also be granted for dental and medical appointments with the supervisor’s approval. Employees may use all their accrued sick leave as necessary in order to care for a member of the employee's immediate family with a serious health condition, as defined by the Family Medical Leave Act. Full-time university staff and faculty on twelve-month appointments are eligible to receive fifteen (15) working days of paid sick leave annually, earned as 10 hours per month. There is no limit on how much sick leave an employee may accrue. Employees who work part-time accrue on a pro-rated basis. There is no leave accrual during periods of leave without pay, except for military leave without pay and furloughs.

Unpaid Leave

Unpaid leave may be granted for valid reasons for a period not to exceed 12 months. All vacation leave must be exhausted first, except when authorized by the supervisor.

Vacation Leave

Vacation leave provides full-time university staff and faculty on twelve-month appointments with twenty-two (22) working days of paid vacation annually, earned as 14.67 hours per month. Part-time university staff and faculty earn vacation on a pro-rated basis. Upon approval by the supervisor, vacation may be taken as earned. The maximum number of days an employee may accrue is 44, except as indicated in Regent Policy.

Victim Protection Leave

Victim protection leave provides employees who have exhausted sick and annual leave with up to three working days of unpaid leave in any 12 month period for victims of stalking, sexual assault, domestic abuse, or violence.

Procedures for Requesting Leave

Leave requests are made via MyLeave, which is accessed via the Portal. A Step-by-Step Guide for setting preferences and submitting time in MyLeave can be downloaded from the University of Colorado website. 

Leave Balances When Terminating, Transferring, or Reinstating

For detailed information pertaining to leave balances when terminating, transferring, or reinstating, please refer to the Human Resources website.