111.01 Vacations

1. Effective July 1, 1983, 12-month faculty accrue vacation at the following rate:

• 1 ¾ working days per month.
• Time off for holidays is in addition to earned vacation.

2. Earned vacation may be accrued up to a maximum of 45 working days. Employees shall be compensated for all accrued vacation time upon termination of service for any reason or when converted to an academic contract.
3. Regular part-time employees on a 12-month contract shall accrue vacation time in proportion to their working hours.
4. Vacation shall be taken at times mutually acceptable to the employee and his or her supervisor.
5. All employees on a twelve-month contract are expected to be on duty during university vacations unless they choose to count this time as part of their annual vacation.
6. As used in this section, the term holiday means Thanksgiving Day, Independence Day, Christmas Day, etc., when all offices in the University are closed. The term university vacation refers to that time when students are not in attendance.

111.02  Leave

111.0201 Sick Leave With Pay

Nine-month faculty will accrue nine days of sick leave each academic term (at the rate of one day per month of service) and up to three days if they teach in the summer session. Faculty working less than one-half time will accrue no sick leave. Temporary faculty members will accrue no sick leave.

Regular nine-month faculty accrue:

• 1 day/month - September through May = 9 days
• Regular faculty teaching summer school =   10% = 1day (1 course), 20% = 2 days (2 courses), 30% = 3 days (3 courses)

111.0202 Sick Leave Without Pay

Any employee unable to return to work after exhausting all accumulated sick leave and accrued vacation leave may be granted sick leave without pay for a period not to exceed one year. Furthermore, such approved sick leave shall allow the employee the right to elect to continue his or her group insurance benefits, and the institution will continue its share of the cost for such period. All other benefits are prohibited which otherwise would accrue to the employee.

111.0203 Reporting Sick Leave

The following provisions for the reporting of sick leave shall apply to all full time faculty, employed by institutions of the University System of Georgia, who serve primarily in assignments defined by faculty roles in instruction, research and scholarly activity, and service.

1. Faculty are responsible for informing their Chair of any illness that prohibits them from meeting their assigned responsibilities in instruction, research, and service.
2. In reporting sick leave, academic year faculty will report leave based on the number of whole hours sick as defined by the BOR Policy 802.08, with a full day being eight (8) hours, a half day being four (4) hours, and less than a half day based on whole hours missed, with a full week being the equivalent of a forty-hour workweek.
3. Nothing in this policy shall be interpreted to indicate that faculty work on a standardized schedule.

111.0204 Family Leave

Any employee who has been employed on a half-time basis or greater for at least twelve months is eligible for twelve work weeks of family leave during a twelve-month period commencing on the date the family leave begins.  Family leave shall be unpaid leave; however, if an employee is eligible to use accumulated sick leave, the employee, after obtaining permission from the employer, may do so exclusive of the twelve weeks of family leave.  The employee may also utilize any accrued annual leave with the approval of the employer (BR Minutes, 1993-94, p. 51).

Family leave shall be granted to an eligible employee in the event of:

a) the birth of the child of the employee.
b) the placement of a child with the employee for adoption.
c) a serious health condition of the employee’s child, spouse, parent or spouse’s parent necessitating the employee’s presence.
d) a serious health condition of the employee which renders him or her unable to perform the duties of his /her job.

Institutions within the University System must comply with all other provisions of Code Section 45-24 O.C.G.A. (BR Minutes, 1992-93, pp. 134-135).

111.0205 Military Leave with Pay

Ordered Military Duty.  For the purpose of this policy, ordered military duty shall mean any military duty performed in the service of the State or the United States, including but not limited to service schools conducted by the Armed Forces of the United States.  Such duty, performed for a period or periods not exceeding a total of 30 days in any one calendar year, shall be deemed “ordered military duty” regardless of whether the orders are issued with the consent of the employee (BR Minutes, 1990-91, p. 173).

Leave of Absence.  An employee who receives orders for active military duty shall be entitled to absent himself or herself from his or her duties and shall be deemed to have a leave of absence with pay for the period of such ordered military duty and while going to and returning from such duty, not to exceed a total of eighteen (18) work days in any one calendar year and not exceeding eighteen (18) work days in any one continuous period of absence (as authorized by Georgia Law O.C.G. A. 38-2-279[e]).  At the expiration of the maximum paid leave time, continued absence by the employee shall be considered as military leave without pay.  The employee shall be required to submit a copy of his or her orders to active duty (BR Minutes, 1990-91, pp. 173-174).

Emergency Leave of Absence. Notwithstanding the foregoing leave limitation of eighteen (18) days, in the event the Governor declares an emergency and orders an employee to State active duty as a member of the National Guard, such employee while performing such duty shall be paid his or her salary or other compensation as an employee for a period not exceeding thirty (30) days in any one calendar year and not exceeding 30 days in any one continuous period of such State active duty service (BR Minutes, 1990-91, p. 174).

Payment of Annual Leave.  After an employee has exhausted his or her paid military leave, an institution may pay the employee for his or her accumulated annual leave (BR Minutes, 1990-91, p. 174).

111.03 Retirement.

It is the policy of the Board of Regents to provide for the retirement of all eligible employees either through the Teachers Retirement System of Georgia or the Regents’ Retirement Plan.  Employees eligible for the Regents’ Retirement Plan shall be those employees identified in Sections 302.01, 302.02 and 302.03 of the Policy Manual and persons who serve on the Chancellor’s Administrative Staff whose appointment is subject to approval by the Board of Regents (BR Minutes, 1990-91, p. 39).

111.0301 Employment Beyond Retirement.

When a person has been retired from the University System and is receiving supplemental benefits from the Board of Regents, the Teachers’ Retirement System, the Employees’ Retirement System, or the Regents Retirement Plan, he or she cannot thereafter be employed or offered employment in the University System in any capacity without prior approval of the Board of Regents (BR Minutes, 1978-79, pp. 183-184).

111.04 Group Life and Health Insurance

Group life insurance, with accidental death and dismemberment coverage, is available to regular employees working one-half time or more. The University System, as employer, will pay the premium on the first $25,000 of such insurance for which the employee is eligible under a published schedule based on the annual earnings of the employee. In addition, group life insurance may be offered to the same employees with no employer participation in the premiums for amounts of coverage exceeding $25,000. Group insurance for dependents of these employees will be made available in amounts established by the Board. There will be no employer contribution to dependent life insurance premiums.

Medical and dental benefits will be made available to regular employees working one-half time or more. These benefits are also available to dependents of the same employee. The University System will pay that portion of the cost of such insurance as may be designated from time to time by the Board

111.05 Other Benefits

The Board of Regents provides a variety of other fringe benefits for faculty and staff, such as Worker’s Compensation
Insurance, Social Security Insurance and tax sheltered annuities. Interested persons should contact Human Resources (6403) for details concerning these benefits.