Faculty Leave Benefits
Below is information about leave benefits for all Academic and Administrative Faculty at the University of Nevada, Reno.
Full-time faculty on an “A” contract will receive two days per full month of employment. There is a maximum accrual of 48 days at the end of the fiscal year. Employees shall be given an opportunity to use accumulated annual leave in excess of 48 working days prior to the last day of the fiscal year provided a request for leave is given by the employee no later than April 1 to the supervisor or other appropriate administrative officer.
See Board of Regents Handbook, Title 4, Chapter 3, Section 18.
Full-time faculty on an “A” or “B” contract will start their first year with 30 days. After the first year, two days per full month are accrued to a maximum of 96 days. Up to 15 days of sick leave per contract year may be used by the professional staff member to care for or assist family members for the following events: illness; injury, or medical, optometry or dental service or examination. Requests for use of additional earned sick leave days beyond the fifteen-day limitation may be made in writing to the appropriate appointing authority. Approval is at the discretion of the appropriate appointing authority. The fifteen-day limitation does not apply if the leave is approved under the Family and Medical Leave Act.
See Board of Regents Handbook, Title 4, Chapter 3, Section 17.
A faculty member may petition for extended salaried sick leave, if a physician certifies that a faculty member is unable to resume duties and all accumulated sick and annual leave are exhausted. Three additional calendar months may be granted to faculty continuously employed between 12 months and 24 months; six calendar months to faculty employed between 24 months and 36 months and twelve months plus one calendar month for each additional year of employment for faculty employed more than 36 months.
See Board of Regents Handbook, Title 4, Chapter 3, Section 17, number 7.
Up to 15 days per contract year of earned sick leave may be used to care for or assist family members within the third degree of relationship. Does not apply if the leave is approved under FMLA.
See Board of Regents Handbook, Title 4, Chapter 3, Section 19, number 4.
The Family and Medical Leave Act of 1993 entitles an employee to a total of 12 weeks of leave during a rolling 12-month period. FMLA may be used for the birth of a child, and to care for the newborn child; for placement of a child with the faculty member for adoption or foster care; to care for the faculty member's spouse, parent or child with a serious health condition; or because the faculty member is unable to work due to a serious health condition. To qualify the faculty member must have been employed at a minimum of 60% FTE for at least 12 months.
See Board of Regents Handbook, Title 4, Chapter 3, Section 19, number 6, Section 16 and Appendix and the State of Nevada (Overview Family and Medical Leave Act of 1993, revised August 18, 2000).
Faculty may take up to 10 working days of sick leave in the event of the death of a person within the third degree of relationship.
See Board of Regents Handbook, Title 4, Chapter 3, Section 19, number 5.
Unpaid leave relating to the birth, placement of a child with a faculty member for adoption or foster care, or child rearing of a child who is a member of the faculty member's household may be granted. The University will not maintain the faculty member's health insurance coverage unless the unpaid leave is approved under FMLA.
See Board of Regents Handbook, Title 4, Chapter 3, Section 19, number 6.
Faculty who are members of federal reserve forces or the Nevada National Guard are entitled to serve without loss of regular compensation for a period not to exceed 15 working days in any calendar year. Additional military leave may be granted for periods in excess of 15 working days.
See Board of Regents Handbook, Title 4, Chapter 3, Section 20.
Judicial leave will be granted to serve on a jury or when summoned to be a witness. The faculty member may retain any remuneration received. Additionally, a short-term leave may be authorized by the appointing authority for up to 30 calendar days without loss of salary when in connection with the faculty member's official capacity as a university employee at a trial or other court proceeding.
See Board of Regents Handbook, Title 4, Chapter 3, Section 21.
Any academic faculty member who has served full-time on a 10-month or 12-month contract for six or more years may be eligible for sabbatical leave. A faculty member will receive two-thirds salary for one year or full salary for six months upon approval by the appropriate committee (Sabbatical or Faculty Development Program). Sabbatical leave may be granted once every seven years. Part-time academic faculty members may be eligible for sabbatical leave on a pro-rated basis.
Sabbatical leave is coordinated by the Office of the Provost.
See Board of Regents Handbook, Title 4, Chapter 3, Section 14.
Eligible administrators could apply for an administrative leave after serving at least three years as a full-time administrator. An administrator would be eligible to reapply for additional administrative leaves at three-year intervals. An administrative leave would not exceed three calendar months. Unless specified and approved in advance, the three-month administrative leave should be taken during the summer months and not require employment of a replacement. Faculty development leave may be granted once every seven years.
Faculty development leave is coordinated by the Office of the Provost.
See UNR Administrative Manual, Section 2681.
Faculty members who have more than one year of service may apply for leave of absence without pay for up to 12 months.
See Board of Regents Handbook, Title 4, Chapter 3, Section 13.
Salary for persons terminating during a pay period will be calculated by dividing the working days for the month into the monthly salary and multiplying the result by the days worked. "A" contract faculty are paid for up to 48 days of unused annual leave unless they were directed in writing to use the annual leave prior to termination. Accumulated leave payments will be computed by dividing the monthly salary by 21.7 and multiplying the result by the number of days accumulated leave.