University of Connecticut University of UC Title Fallback Connecticut

Other Leaves of Absence

Leaves of absence are specified by Federal Law, State of CT statute, University policy, collective bargaining contract, or a combination thereof, so it is important for you to understand the differences. After reviewing this information, please contact the HR Service Desk for guidance at 860-486-3034. The customer service representative will ask a few questions to determine which Leave coordinator you’ll need to speak with to support you with your leave.

American Red Cross Disaster Service Leave

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Contact Information
Lori Vivian
Telephone: (860) 486-5734
Fax: (860) 486-0406

Under Connecticut General Statute 5-249 (b), employees are eligible for paid leave if they are certified as a disaster service volunteer of the American Red Cross.

C.G.S. 5-249 (b)
Any state employee who is a certified disaster service volunteer of the American Red Cross may, with the authorization of such employee’s supervisor, be granted a leave not to exceed fifteen working days in each year to participate in specialized disaster relief services for the American Red Cross, upon the request of the American Red Cross, without loss of pay, vacation time, sick leave or earned overtime accumulation.

If you are requested to participate in disaster relief, please consult your supervisor, who will review the impact of the leave on the department, including cost considerations.

Required Form
Request for Paid Leave – American Red Cross Disaster Service Leave

Faculty Leave Forms

Ambition

Family Violence Leave Information, Policy & Form

Storrs Campus

 
Questions?

Employees should direct their questions concerning Family Violence Leave to:

Lori Vivian
Telephone: (860) 486-5734
Fax: (860) 486-0406

Human Resources – Benefits, U5075
9 Walters Avenue
Storrs, CT 06269-5075

Employees who are victims of family violence are permitted under Connecticut law to take paid or unpaid leave. Section 14 of State of Connecticut Public Act 10-144 states “An employer shall not deprive an employee of employment, penalize or threaten or otherwise coerce an employee with respect to employment…because the employee is a victim of family violence.” Section 15 requires employers to allow victims of family violence to take paid or unpaid leave.

As defined in Connecticut General Statute 46b-38a, “family violence” is defined as an incident resulting in physical harm, bodily injury or assault, or an act of threatened violence that constitutes fear of imminent physical harm, bodily injury or assault between family or household members.  Please note that verbal abuse or argument is not considered family violence unless there is present danger and the likelihood that physical danger will occur.

Family Violence Leave is available for the following reasons related to or resulting from an incident of family violence:

      • To seek medical care for physical or psychological injury or disability,
      • To obtain services from a victim services organization,
      • To relocate, or
      • To participate in a civil or criminal proceeding.

Applying for Family Violence Leave

An employee wishing to exercise his/her right to Family Violence Leave must complete a Request for Family Violence Leave form and provide supporting documentation, which should include either:

  • A police or court record related to the family violence, or
  • A signed written statement that the employee is a victim of family violence from one of the following:
    • An employee or agent of a victim services organization,
    • An attorney, an employee of the Judicial Branch’s Office of Victim Services, or the Office of the Victim Advocate, or
    • A licensed medical professional or other licensed professional from whom the employee has sought assistance with respect to family violence.

If the need to use the leave is foreseeable, the employee should complete the form at least seven (7) days prior.  If the need is not foreseeable, the employee should provide notice as soon as practical.  In addition to completing the form, the employee should notify his/her supervisor of the leave, which will be confirmed by Human Resources when the completed form and required documentation is received.

How the Leave Is Paid

Employees are required to use sick time when the leave is for medical care or counseling.  If the employee does not have sick time available, or if the reason for the leave is non-medical, the employee has the option to use accruals, such as vacation or personal leave, in lieu of unpaid leave.  Unpaid leaves are limited to 12 days in a calendar year.

If a victim of family violence is eligible for state and/or federal family & medical leave, the time the employee spends on family & medical leave does not count toward the family violence leave entitlement.

Time Coding

Standard time codes are used for absences while on a Family Violence Leave.  For example, if an employee is using sick time, standard sick time codes apply, or if an employee is using vacation accruals, the time off should be coded as vacation.

Military Leaves

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In light of recent clarifications of the phrase “required field training” for military leave with pay under the State Statute and collective bargaining agreements, we are reissuing the University’s military leave policy. Required field training normally takes place for 1-3 weeks each year.

Military Leave Request Form

USERRA Notice

Who Qualifies

Full-time permanent employees (or part-time employees who have worked the equivalent of six or more months) who are members of the U.S. Armed Forces or any of its reserve components and who are ordered to active duty for required field training or for an unscheduled emergency are entitled to military leave from their jobs.

Duration of Leave

Employees who are ordered to required field training may receive up to three weeks of military leave with pay annually. Consult the Collective Bargaining Agreement for the definition of “annually” for the particular bargaining unit. Where such definition is not explicitly stated in the agreement, the University will use the statutory definition of “annual” as a calendar year.

Employees who are ordered to active duty as a result of an unscheduled emergency (natural disaster, civil disorder) are entitled to paid military leave, position held, not to exceed 30 calendar days in a calendar year.

In keeping with Section 5-255 of the General Statutes any employee who leaves or had left State service for the purpose of entering the armed forces of the United States shall be reinstated in his/her former position and duties, provided that within ninety days after he/she has received a certificate of satisfactory service from the armed forces, he/she makes of has made application for return to State service (this section does not apply for voluntary re-enlistment).

Procedure for Notification to the University

Employee who are required to report for annual field training must provide their supervisors with a copy of the appropriate military orders prior to being released for duty. Employees should also submit a University “Military Leave Request” form.

Employees who are required to report for active duty as a result of an unscheduled emergency must provide their immediate supervisors with copies of the active duty orders upon returning to work.

The signature of the immediate supervisor and the dean or director attest to compliance with the policy statement, including the employee’s eligibility, the accuracy of the dates away from work and the attachment of military orders. The approved form and military orders should be forwarded to the Department of Human Resources and copied to the Payroll Department.

Personal/Emergency Leave without Pay Form

Voluntary Schedule Reduction Program (VSRP)

Steve Werth, QCW electrician, Facilities Operations

 
Human Resources Leave Administrator

Terry Stewart
Telephone: (860) 486-0413
Fax: (860) 486-0406

Application
Frequently Asked Questions

Overview:

The Voluntary Schedule Reduction Program (VSRP) was developed by the State as a cost savings measure and is authorized by Section 5-248c of the Connecticut General Statutes. Under the VSRP, employees may take unpaid time off without affecting their other benefits.

  • Participation in the VSRP is voluntary.
  • Management approval is required.
  • Requests cannot be approved if the leave would result in overtime costs or have a significant impact on critical services.
  • The VSRP may not be substituted for medical leave.
  • The employee or his/her management may cancel time off under the VSRP up to and including the day prior to the date of the scheduled time off.
  • The VSRP is not subject to the grievance or arbitration procedure.

Eligibility:

Permanent employees as provided by Section 5-196 of the Connecticut General Statute are eligible to participate:

  • Classified employees (NP-2, NP-3, NP-5, P-2, P-5) who have completed their required working test.
  • Unclassified employees (UCPEA, AAUP, Managerial/Confidential, Law School Faculty) who have completed six months employment.
  • Excludes employees in positions funded in whole or in part by the federal government as part of any public service employment program, on the job training program or work experience program.

Program Options:

  • Sporadic Days Off – individual full days or partial days off. Classified employees may not take consecutive days off. (Monday/Friday is not considered consecutive.)
    Note: The Governor waived the consecutive days off limitation for classified employees from March 11, 2009 until further notice.
  • Work Schedule Reductions – a reduction in scheduled weekly hours that does not result in an employee falling below the minimum required for health insurance benefits.
  • Leaves of Absence – a leave of absence of more than 5 consecutive days, not to exceed 24 weeks per application unless for educational purposes. This option is not available to classified employees.


Benefit Considerations:

Time off under the VSRP generally has no impact on benefits, as described below:

  • Employees continue to receive subsidized health and life insurance benefits.
  • Employees receive full credit toward seniority, longevity and retirement. Additionally, for State Employee Retirement System (SERS) participants earnings for unpaid leave taken under the VSRP are not impacted. In other words, salary that would have been earned will be added to actual earnings when determining the three highest earnings years used in the calculation.
  • Employees continue to accrue vacation.
  • Classified employees continue to accrue sick leave.
  • Employees receive holiday pay with no regard to VSRP time off.
  • Time off under the VSRP does not count as time worked for purposes of determining overtime pay.

Application Procedure:

  • Employee – Complete the employee section of the Voluntary Schedule Reduction Program Application and submit to supervisor in advance of the requested date(s). Note: The VSRP operates by fiscal year, July 1 to June 30. A separate application is required for time off requests that extend into the next fiscal year.
  • Supervisor – Complete the supervisor section of the application on which you indicate your approval or denial of the request. If denied, the form is returned to the employee. If approved, forward the form to the Human Resources Leave Administrator.
  • Human Resources Leave Administrator – Review application for compliance. If in compliance, estimate savings and distribute copies of the application to employee, supervisor, and Payroll. If not in compliance, return to supervisor with explanation.
  • Employee and Supervisor – When time reporting, use time code VL for time away from work through the VSRP. Notify the Human Resources Leave Administrator of any cancellations of approved time off under the VSRP. For all other changes, complete a new application.
  • Human Resources Leave Administrator – Reports changes in approved leaves to Payroll.

Reviewed 4/17/2012

Special Note for Foreign Nationals on a University of Connecticut Sponsored Visa:
Consult with the Department of International Services and Programs regarding the impact of leaves of absence on your visa status and eligibility.