1. Leave of Absence Without Pay

Faculty leave of absence without pay may be taken subject to the approval, through administrative channels, by the President. Leaves will be granted with the assurance of reinstatement to the same or similar employment with the University, unless circumstances make reinstatement clearly impractical. Approved leaves shall not exceed one calendar year, but may be extended upon request and approval.

Faculty on leave without pay may continue to participate in certain benefits that were in effect at the time the leave became effective. While institutional participation in payment of premiums will not continue during the period of absence, faculty may continue in the Group Insurance Program provided that arrangements are made to pay the full premium. Prior to beginning a leave of absence , faculty should contact the Insurance Coordinator at 903-886-5049 to arrange for insurance premium payment during the period of leave.

While on leave of absence, a faculty member's retirement programs will revert to inactive status and paid retirement funds cannot be withdrawn. Faculty on approved leave are considered to remain in the employ of the university and retirement funds may be withdrawn only at the time of retirement or resignation.

2. Leave of Absence With Pay

Faculty are entitled to leave with pay in the following circumstances

a. death of a family member (this includes spouse, children, parent, bother, sister, grandparent or grandchild)

b. unsafe work or travel conditions (check with supervisor)

c. attendance at staffing meetings held by the Department of Protective and Regulatory Services or school district admission, review and dismissal meeting regarding a child under your foster care

d. volunteer fire fighting to fight a fire or attend training

e. emergency evacuation order

f. seeing eye dog training for up to 10 days if employee is blind

g. participation in disaster relief for up to five days if employee is a certified disaster service volunteer of the American Red Cross

h. jury duty (employee does not have to account for any compensation received while participating in jury service)

3. Family and Medical Leave

a. to care for the employee's child after birth, or placement for adoption or foster care

b. to care for the employee's spouse, child or parent with a serious health condition

c. for a serious personal health condition that makes the employee unable to perform their job.

As part of a family or medical leave, employees must first use any paid leave, including the sick leave pool, for which they are eligible. Employees may then take unpaid leave for the rest of the 12 weeks. To be eligible for this leave, employees must have worked for the state for at least 12 months and have worked at least 1,250 hours for the state in the preceding 12 months.

If employees take a family or medical leave, the state contribution toward their insurance premiums will continue. Employees must pay any remaining premiums if they wish to keep insurance coverage or drop additional coverage while off on FMLA. Upon returning from leave, employees may re-enroll in any benefit plan dropped without providing evidence of good health or having pre-existing condition limitations.

4. Sick Leaves

Employees can earn sick leave at the rate of eight hours per month or, if working less than full-time, on a percentage basis for the time worked. Sick leave with pay may be used when sickness, injury or pregnancy and confinement prevent the employee's performance of duty, when they are needed to care and assist a member of their immediate family who is ill, or when they must visit a doctor or accompany an immediate family member on a doctor visit. An immediate family member must live in the employee's household or be totally dependent on the employee for their care. Sick leave is limited to time required for care only. The employee may also use sick leave each calendar year to attend up to eight hours of parent-teacher conferences for children in grades pre-kindergarten through twelve. The employee is required to give reasonable advance notice for this leave. Sick leave will be earned throughout an employee's career with the State of Texas and will transfer to or from another state agency. However, employees will not receive payment for unused sick leave should they terminate employment. If an employee leaves state employment for at least thirty days and is rehired by the state within one year, their sick leave balance may be reinstated.

If an employee's sick leave exceeds three continuous working days, they must provide a physician's statement indicating the cause or nature of the medical condition and expected date of return to work. This should be provided after the third day of absence or when the employee returns to work. If the expected date of recovery changes, the employee must provide an additional statement from their doctor documenting the new date of return. When taking sick leave, the employee should inform his or her supervisor as soon as possible.

Sick Leave Pool: The sick leave pool is available to employees who have exhausted their sick leave, vacation leave and comp time, and need additional sick leave for a catastrophic illness. Employees may donate an unlimited number of hours of sick leave to the pool each year. Employees may request up to 720 hours of leave (per fiscal year) from the pool for catastrophic illnesses or injuries. Employees may withdraw the amount of time they contributed to the pool during the fiscal year if they need it for any illness or injury. To donate or request time, call Human Resources at 903-886-5118.

5. Military Leave

Leaves of absence are granted for military training and active duty. Military leave is generally unpaid; however, vacation time may be used. However, if the employee is a member of the National Guard or Reserves, he or she will be granted paid leave for up to 15 days each federal fiscal year (October 1 through September 30) for military training or duty. Employees will also be entitled to emergency leave with pay if they are a member of the National Guard called to emergency active duty by the governor. Employees must notify their supervisor in advance of the need for military leave.