2,680: Sabbatical Leave and Procedures
Last Revised: May 2021
Any academic faculty member whose position is funded in whole from state sources, and who has served full-time (an appointment at 1.0 FTE (full-time equivalency) for the contract year) on either an “A” or “B” contract for six or more years is eligible for sabbatical leave. Such faculty shall serve at least six additional years prior to eligibility for subsequent sabbatical leaves. Faculty holding the designation of non-tenure track instructional faculty may be eligible for sabbatical leave, at the discretion of the University. Those faculty whose primary responsibility is administrative in nature are not eligible for sabbatical leave. The purpose of sabbatical leave is to further scholarship and research activities.
Full-time faculty whose positions are funded in whole or in part from non-state sources may be eligible for sabbatical leave according to the terms of this policy only if the funds to support a sabbatical leave can be derived from the appropriate non-state funding source. The use of non-state funds for sabbatical leave must also be approved by the appointing authority.
Part-time academic faculty (i.e., those having an FTE of at least 50% but less than 100% for the contract year) may be eligible for sabbatical leave at the discretion of the University. In such cases, the leave and payment provided shall be at a time and amount pro-rated to reflect part-time status.
Eligibility for sabbatical leave commences at the end of the sixth year of full-time service in the same position. Any period of time spent on an unpaid status is not considered a part of the six-year service requirement under this policy. Applications for a sabbatical leave must be submitted while a faculty member is in a paid status.
Sabbatical leave policies
Eligible applicants for sabbatical leave shall have two alternatives: one year’s leave at two-thirds of annual base salary or one-half year’s leave at full base salary. For part-time faculty, FTE will be used to calculate pro-rated salary continuation while on leave. A one-year leave will typically start on July 1 but may be approved to start at another time with the limitation that the one year may not include more than two semesters (not counting summer). A one-half year leave will typically start on July 1 or January 1 but may be approved to start at another time with the limitation that the one-half year may not include more than one semester. Therefore, for teaching faculty, leaves must begin before or after the end of a semester; the start date of a one year or one-half year may not be during a semester. Exceptions must be approved by the Executive Vice President & Provost.
Sabbatical applications are submitted during the fall semester for leave during the following fiscal year. Leave may not be applied for and taken in the same fiscal year. Once awarded and scheduled, sabbatical leave may not be rescheduled or postponed without forfeiting the leave and reapplying the following year. Faculty who have been awarded a sabbatical leave may request a change in length of their leave from a full year to a one-half year or from a one-half year to a full year, as long as the leave will still occur within the same fiscal year and approval is obtained from their department chair, dean, and the Executive Vice President and Provost.
The taking of sabbatical leave will not interfere with the continuing employment of an individual or any other rights or privileges normally associated with appointment to the faculty. Service credit for retiree health insurance will be based on the faculty member’s FTE while on sabbatical.
In conformity with NRS 284.345 “.. no sabbatical leave with pay shall be granted unless the person requesting such leave agrees in writing with the employer to return to the employer after such leave for a period not less than that required by his/her most recent contract of employment with the employer if the employer desires his/her continued service.” The employee will agree to return to the employer in a paid status immediately upon the end of the sabbatical leave.
Additional income - for example, grants or fellowships - may be accepted during the leave provided the activity for which the income is received contributes to the individual’s professional development or their future contributions to the University.
Acknowledgement of sabbatical assistance shall be given in any publications resulting from work accomplished during the sabbatical leave.
A written report concerning sabbatical leave activities shall be submitted to the Provost’s Office and to the faculty member’s dean or other appropriate supervisor within three months of return from leave. Upon approval by the Provost’s office, a copy will be forwarded by this office to the institution’s Human Resources Office for placement in the faculty member’s personnel file.
Specific information regarding eligibility, application instructions, and guidelines may be found on the Provost’s Office website. See the Board of Regents Handbook (Title 4, Chapter 3, section 15) for additional details.
Annual and/or sick leave is accrued while on sabbatical leave at the appropriate FTE.
The Professional Development Leave committee, appointed by the Faculty Senate, reviews the proposals, and makes recommendations to the Executive Vice President and Provost.
Sabbatical FTE and Overload
Academic “B” contract faculty who have been granted sabbatical leave may earn additional compensation (overload) on non-contract days for research during summer, winter, and spring break. They may also earn additional compensation for teaching during summer, winter, and spring break with prior approval from their supervisor if the teaching does not interfere with the faculty member’s sabbatical activities, however they are not allowed to teach University of Nevada, Reno, or Nevada System of Higher Education (NSHE) courses for compensation during the contract days of their leave.
A Period Activity Pay will be submitted in Workday for the overload earnings. Extra Duty Assignment (EDA) may be submitted if the faculty member works more than 0.5 FTE in either summer period. The reduced FTE on the faculty member’s primary position will not be increased.
Academic faculty who have been granted sabbatical leave for one-year may supplement their sabbatical salary (0.67 FTE) during the contract year by engaging in research activities, resulting in an increase to the FTE on the faculty member’s primary position.
Academic “B” faculty who have been granted sabbatical leave for one-half year may earn additional compensation (overload) on non-contract days only. A Period Activity Pay will be submitted in Workday for the overload earnings.