Each year the Board of Regents approves the fiscal year holiday schedule. Click on the form below for the most current list of approved holidays.
FY19 Holiday Schedule
Regular, benefits-eligible staff are entitled to vacation time in each fiscal year. Such entitlement is earned according to the schedule established by the Texas legislature, proportionate to the FTE established for the position in which the individual is employed. Employees must have six months' continuous employment with the State before they are eligible to take vacation leave. If termination occurs before six months' service is completed, this benefit is forfeited.
Please view the Vacation & Sick Leave Schedule.
Regular employees earn sick leave at the rate of eight (8) hours per month of service. Part-time, benefits eligible employees, earn sick leave in the same proportion as their work month is to full-time employment. Sick leave may be accumulated without limit and there is no waiting period before sick leave may be taken.
Sick leave may be taken when sickness, injury, or pregnancy and confinement prevent the employee's performance of duty, or when a member of the employee's immediate family is actually ill. For purposes of sick leave, immediate family is defined as "those individuals related by kinship, adoption, marriage, or foster children who are so certified by the Department of Human Services and who are living in the same household." If a family member does not reside in your household, use of your sick leave is strictly limited to the time necessary to provide care and assistance to your child or parent that needs such care and assistance as a direct result of a documented medical condition.
Sick Leave Pool
Benefits eligible employees who have a catastrophic injury or illness affecting them or their immediate family and who have used all earned leave may request paid sick leave time from the sick leave pool. A catastrophic illness is defined as a severe condition or combination of conditions affecting the mental or physical health that requires the services of a licensed practitioner for a prolonged period of time and that forces the employee to exhaust all leave time earned by the employee and to lose compensation. The uncomplicated delivery of a child at the conclusion of a pregnancy is not considered a catastrophic illness or injury. A prolonged illness or injury must last in excess of 30 consecutive calendar days. Immediate family is defined as stated in the sick leave policy.
Requests for withdrawal of pool hours are voluntary and cannot be requested until all leave accruals have been exhausted and 30 consecutive calendar days has elapsed from the date of the illness. The request cannot be for less than five days and cannot exceed 30 days. The maximum number of hours that can be withdrawn is 720 hours in the lifetime of the employee’s employment with the University.
For additional information, please refer to the Sick Leave Pool Policy.
Fitness Release Time
Participation is open to full-time, benefits-eligible staff who have successfully completed six (6) months employment.
Employees eligible to participate in the Fitness Release Time Program may request up to 30 minutes per day, 3 days per week, with a maximum of one and one-half (1.5) hours release time per week, for participation in an exercise program or wellness activity. Application approval is required in advance of participation. Written approval of the Department Head and the Cabinet Level Supervisor is required.
To apply for Fitness Release Time, please complete the Fitness Release Time Application form.
Employees are eligible to receive eight (8) hours of Wellness Leave that can be earned every 12 months. This leave may be taken in increments of no less than 4 hours and must be taken within 12 months of earning the leave. To qualify for the Wellness Leave incentive, an eligible employee must complete an approved online Health Risk Assessment (HRA), receive an annual comprehensive physical exam AND submit the Physician's Certification for Wellness Leave signed by a licensed healthcare provider indicating that a physical examination has been completed. Visit the BCBS Health Assessment flier for complete instructions on how to access the assessment.
Once you complete the assessment, take a screenshot of the confirmation page (no personal details), complete your section on the Affidavit for Wellness Leave, then have your physician and supervisor complete their portion. Once the form is complete, return the form and confirmation of online health assessment to Human Resources for processing.
To apply for Wellness Leave, please complete the Affidavit for Wellness Leave.
Regular employees are eligible for up to 3 days of bereavement leave (up to 5 days if the deceased lived out of the area, defined as 100 miles or more) due to a death in the employee's immediate family. For the purpose of this provision, the employee's immediate family includes: husband, wife, children (including step-children), brothers, sisters (including stepbrother or stepsister), brothers-in-law, sisters-in-law, parents (including stepparents), grandparents, grandchildren, father-in-law, mother-in-law, sons-in-law, or daughters-in-law. The request shall be submitted to the employee's supervisor (or designee) as early as possible, identifying the relationship of the deceased to the employee. The supervisor may approve up to 5 days of leave for the death as described above. A request for bereavement leave that will exceed 5 days must be approved by the President. Upon return from leave, the employee may be asked to furnish acceptable documentation to his/her supervisor.
For information on bereavement leave, please refer to the UHV Leaves of Absence Policy.
Jury Duty Leave
A university employee is entitled to leave to respond to a summons for jury duty and to serve on a jury, if selected. The employee will be granted a reasonable amount of time to report for jury duty and to report to work following dismissal from jury duty.
For more information regarding other leave that may be available to you, please review the UHV Leaves of Absence Policy.