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 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 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:
- 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);
- The placement and care of a child from adoption or foster care;
- To care for a spouse, civil union partner or domestic partner, child, or parent with a serious health condition;
- An employee’s own serious health condition;
- Active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation; or
- 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
Procedures for Fitness to Return Certification
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 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 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.
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 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 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 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.