| As many of you know, the Campus Staff and System Councils have been working on Family Leave Policies. The UNH Human Resources office is pleased to announce that the USNH Board of Trustees passed the SPPC recommendations for family leave at its June 23rd meeting. This policy is in effect as of July 1, 2005.
Operating Staff with at least one year of benefits-eligible service may use up to a maximum of 10 days of accrued sick pool time per fiscal year for family leave (pro-rated for staff working part-time). This leave may be used for medical appointments, illness, or medical needs of an immediate family member*; prenatal or postnatal care; or for purposes of caring for a new baby or adoptive/foster child after placement. Access to the sick pool for use of family leave does not require the prior use of five earned time days. (Use of one earned time day is required for extended bereavement leave). Extended bereavement Leave. After supervisory notification and the use of one earned time day, a staff member may use family leave for extended bereavement leave in the event of the death of an immediate family member. SPECIAL SICK POOL OPEN ENROLLMENT THROUGH SEPTEMBER 30, 2005. Since Operating Staff on Earned Time may now use Sick Pool for Family Leave and Extended Bereavement leave, they may transfer some Earned Time to Sick Pool by completing the Sick Pool Conversion form and submitting to the Office of Human Resources by September 30, 2005. Exempt staff (PAT, EE, AA, Academic Year Non-AAUP Faculty) with at least one year of benefits-eligible service may use up to a maximum of 10 days of accrued sick leave per fiscal year (pro-rated for percent-time staff) for family leave. This leave may be used for medical appointments, illness, or medical needs of an immediate family member*; prenatal or postnatal care; or for purposes of caring for a new baby or adoptive/foster child after placement. It may also be used for extended bereavement leave [This complements the Bereavement Leave policy by which exempt employees are entitled to five days of bereavement leave for the death of an immediate family member (and one day for the death of other relatives)]. * Immediate family member is defined as spouse, parent, legally dependent child, or any person living in the staff member’s household. How accrued annual leave is affected for exempt employees. With the addition of the Family Leave policy, the maximum monthly accumulation is 35 days (has been 36 days). The maximum number of days for payout at termination remains at 30 days. Exempt employees with a current balance of 36 days will have until June 30, 2006 to use the extra day. The day is to be prearranged with the supervisor and need not be recorded on the monthly leave record. LEAVE RECORDS are located on HR’s web site and have been revised to accommodate the use of Family Leave and Extended Bereavement Leave. Codes for specific leaves are available under the “Instructions” section of the leave records. Use of Family Leave will follow established departmental approval procedures. Human Resources is currently working on a mailing to all staff members. In the meantime, please share this information with the faculty and staff in your Department or Division. |