Each year the Board of Regents approves the fiscal year holiday schedule. Click on
the form below for the most current list of approved holidays.
2017 Approved Holiday Schedule
Regular, benefits-eligible staff employees, administrators, and faculty on twelve
month appointments shall, without deduction in salary, be entitled to vacation time
in each fiscal year. Such entitlement is earned according to the schedule established
by the Texas legislature, proportionate to the FTE established for the position in
which the individual is employed. Employees must have six months' continuous employment with the State before they are
eligible to take vacation leave. If termination occurs before six months' service
is completed, this benefit is forfeited.
For additional information regarding the State of Texas vacation leave policy, please
refer to Government Code, Chapter 661, and the UHCL Vacation and Sick Leave Policy.
Please view the Vacation Hours Schedule.
Regular employees earn sick leave at the rate of eight hours per month of service.
Part-time , benefits eligible employees, earn sick leave in the same proportion as
their work month is to full-time employment. Sick leave may be accumulated without
limit and there is no waiting period before sick leave may be taken.
Sick leave may be taken when sickness, injury, or pregnancy and confinement prevent
the employee's performance of duty, or when a member of the employee's immediate family
is actually ill. For purposes of sick leave, immediate family is defined as "those
individuals related by kinship, adoption, marriage, or foster children who are so
certified by the Department of Human Services and who are living in the same household."
If a family member does not reside in your household, use of your sick leave is strictly
limited to the time necessary to provide care and assistance to your child or parent
that needs such care and assistance as a direct result of a documented medical condition.
When an employee’s absence from work is covered by sick leave entitlement, it is the
employee’s responsibility to notify their supervisor at the earliest opportunity and
upon return to work, complete a Leave Request showing the sick leave time used. Absences
of more than three days may require a statement from the physician before returning
to work; in cases of extended illness, a physician’s statement is always required
before returning to work.
Termination of employment from the University does not provide for payment of unused
sick leave. If the employee is not transferring to another state agency they may
elect to donate the unused hours to the sick leave pool. If they are reemployed by
UHCL and there has been more than a 30-day break in service and the unemployed period
has not extended more than 12 months, the sick leave hours will be reinstated provided
they were not donated to the sick leave pool. If the individual is employed by another
state agency and the unemployed period has not extended more than 12 months, the sick
leave hours will be transferred to the new agency provided the hours were not donated
to the sick leave pool.
In the event of death, the employee’s estate will be paid for one-half of accumulated
sick leave or 336 hours, whichever is less provided there has been a period of six
months continuous employment at the time of death. For additional information regarding
the State of Texas sick leave policy, please refer to Government Code, Chapter 661 and UHCL Vacation and Sick Leave Policy.
Sick Leave Pool
Benefits eligible employees who have a catastrophic injury or illness affecting them
or their immediate family and who have used all earned leave may request paid sick
leave time from the sick leave pool. A catastrophic illness is defined as a severe
condition or combination of conditions affecting the mental or physical health that
requires the services of a licensed practitioner for a prolonged period of time and
that forces the employee to exhaust all leave time earned by the employee and to lose
compensation. The uncomplicated delivery of a child at the conclusion of a pregnancy
is not considered a catastrophic illness or injury. A prolonged illness or injury
must last in excess of 30 consecutive calendar days. Immediate family is defined as
stated in the sick leave policy.
Requests for withdrawal of pool hours are voluntary and cannot be requested until
all leave accruals have been exhausted and 30 consecutive calendar days has elapsed
from the date of the illness. The request cannot be for less than five days and cannot
exceed 30 days. The maximum number of hours that can be withdrawn is 720 hours in
the lifetime of the employee’s employment with the University.
The Coordinator, Work/Life Services is the sick leave pool administrator for UHCL
and is responsible for communicating the regulations of the policy to both the employee
and the department.
For additional information please refer to the Sick Leave Pool Policy.
Leave with pay is granted because of the death of the employee’s spouse, or the death
of the employee’s or the employee’s spouse’s parents, brothers, sisters, grandparents,
grandchildren and children. Duration of the leave is appropriate to the circumstance
and is determined on a case-by-case basis. This leave with pay must be requested
and documented through normal leave reporting procedures.
Absences due to the death of an individual outside the employee’s immediate family
is taken as vacation or compensatory leave or as otherwise provided by policy.
Benefits eligible employees may be allowed time off with pay (bereavement leave) to
attend the funeral or off campus memorial service of another UHCL employee/retiree.
Employees must receive approval of the department head, or designee, in writing prior
to the absence. The department head, or designee, may approve time off with pay for
any benefits eligible employee to attend the funeral or memorial service of another
family member of a UHCL employee/retiree. Family member is limited to the employee's
spouse, parent, brother, sister, grandparent, grandchild or child.
For additional information on bereavement leave, please refer to the Leave of Absence Policy.
Employees are entitled to a leave of absence without a deduction in salary for the
time necessary to serve as a bone marrow or organ donor. The leave may not exceed
five working days in a fiscal year to serve as a bone marrow donor and 30 working
days in a fiscal year to serve as an organ donor.
For the donation of blood, employees are allowed time off without a deduction in salary
or accrued leave. The time off must have the approval of the employee’s supervisor
before taking the time. Upon returning to work, the employee must provide the supervisor
with proof of the donation. If an employee fails to provide the proof of donation,
the time used will be deducted from the employee’s salary or accrued leave, whichever
the employee chooses. The time off for blood donation may not exceed four times in
a fiscal year.
Other Leave (Jury, Military, etc.)
The time an employee must be absent from work because of jury duty is granted without
a loss of salary and without affecting any other paid leave entitlement. There is
no requirement to account for any fee or compensation received for jury duty service.
The request for jury duty should be made on a leave request form and submitted to
the employee’s supervisor prior to the time the leave is needed. A copy of the jury
duty orders must be attached to the employee’s leave request and documented on the
National Guard Emergency
An employee who is called to state active duty as a member of the state military forces
by the governor because of an emergency is entitled to a leave of absence without
a deduction in salary in accordance with Government Code, Section 431.0825. If the
call is for federal active duty as a member of the state military forces, the employee
may not receive the employee’s salary except as provided by Sections 661.904 (d) and
(f) of the Government Code.
An employee called to active reservist duty to serve in a reserve component of the
armed forces of the United States is entitled to a paid leave of absence not to exceed
fifteen days in a calendar year. If the leave of absences extends beyond the paid
fifteen days, the employee will be placed on military leave of absence without pay.
Employees may opt to use all accrued vacation time before being placed in an unpaid
leave status. If the hours are not used, they are retained along with accrued sick
leave and will be available once the employee returns to work. Employees on active
duty, regardless of pay status, will continue to accrue state service credit for purposes
of longevity pay.
For additional information on miliatry duty, please refer to Government Code, Chapter 431 & Government Code, 613.