The President has routinely delegated to the university department heads the authority to approve emergency leave requests up to five (5) working days for funeral leave due to the death of one of the family members specified by the Legislature. Requests exceeding five (5) working days must be approved by the divisional vice president. See UPPS 04.04.30, Section 6 for a list of family members that would qualify at http://www.txstate.edu/effective/upps/upps-04-04-30.html
Once you’ve earned it, comp time is available for immediate use with supervisory approval. Sick leave is also available to use immediately once you have earned your accruals for the month and you have physically worked part of the month. Vacation use requires six continuous months of state service before the accruals are available to use. If you do not have six continuous months of state service (including prior state service), then vacation accruals cannot be used until six months from the date of hire.
Yes, provided there was no break in service between the termination date of the NSNR appointment and employment date as a regular employee.
Yes. A part-time exempt employee earns state comp for each hour over their FTE in a week. For example, if a 50% employee works 20 hours a week, any hours over 20 are banked as state comp time.
Part-time non-exempt employees only earn FLSA overtime or state comp time for hours over 40 in a work week. Therefore, most part-time non-exempt employees do not bank FLSA overtime or state comp time for use at a later date. Instead, supervisors should allow the employee to work additional hours in another week (or combination of weeks) which are paid at the time they are worked. This additional pay should offset the loss of income for any LWOP during an energy conservation day.
Yes. He would get credit for his hours worked plus holiday hours. The holiday hours would then convert to compensatory time which the employee could take off at another time within the next 12 months.
State law does not allow Texas State to pay for state compensatory time at termination of employment. If you don’t use what you’ve earned, you will lose it when you terminate.
No. You can complete a Request for Sick Leave Pool/Donation form to have your sick leave balance donated to the sick leave pool at termination. You can find the form on the HR website at http://www.hr.edu/hrforms.htm#leave. If you do not donate your sick leave, and you come back to state employment within 12 months, your sick leave balance will be restored.
No. Sick Leave Pool does not cover routine childbirth. If the pregnancy is considered to be a complicated pregnancy, then you may request hours from the sick leave pool to help you through until the baby’s birth. Once the child is born, you are no longer covered by the sick leave pool.
Policy prohibits an employee from remaining on the payroll to exhaust compensatory time without divisional Vice President’s approval, or vacation leave without Human Resources approval. The employee must be removed from the payroll on the last day worked unless these approvals are obtained. See UPPS 04.04.30, section 3.13 c concerning vacation leave and UPPS 04.04.16, section 2.03 (b) (3) concerning compensatory time. These policies can be found at http://www.txstate.edu/effective/upps/upps4-index.html#04
When the university closes for unforeseen occurrences, the Human Resources Department will issue a campus-wide e-mail to all employees providing instructions on how to code their timesheets. Sometimes we are required to have skeleton crews and other times we close the campus completely, including classes that are scheduled. In most cases, these hours or days would be coded 2070 for “University Closure.”