Note: This is not a current version of the policy. View current version. »
|The University provides flex leave for a regular full-time staff employee in a position which has been established as a nine (9) or more, but less than twelve (12), month position. A position determined eligible for flex leave must be justified as being in the best interest of the University.
|Flex leave is scheduled time off without pay for an employee in an established position as described above.
|A staff employee on approved flex leave shall not be eligible to receive unemployment compensation while on flex leave.
|During the working months of the year, the staff employee in a flex leave position is considered as a regular full-time employee for all personnel policy purposes in accordance with the following provisions:
|The original date of employment or service date will be retained.
|Vacation and temporary disability leave do not accrue during flex leave. Eligibility for temporary disability leave resumes upon the scheduled commencement of full-time work.
|If the staff employee chooses not to return at the end of the flex leave period and does not give proper notice, the separation shall not be considered as in good standing. (See Human Resources Policy and Procedure Numbers 12.0, 13.0, and 81.0.)
|Participation in insurance plans will continue during the flex leave under the same conditions in effect during the year when the staff employee was working.
|Other privileges afforded the staff employee, e.g., eligibility for Spindletop and Faculty Club memberships and the use of the Staff Identification Card, continue and may be used during flex leave.
|The staff employee on flex leave is permitted to work in a temporary or temporary services position within the University provided the temporary employment ends prior to the end of flex leave.
|The staff employee on flex leave is eligible to seek and secure a transfer within the University; however, the flex leave period will not be counted as time of service within the current position.
|A staff employee who is on a probation at the beginning of flex leave will not have flex leave time counted toward completion of the probationary time period.
|The period of time that a staff employee is on flex leave shall count as a part of the twelve (12) months for benefit credits such as insurance and retirement credits. In the event the eligibility period is completed during the flex leave period, the eligibility does not begin until the commencement of full-time work.
|A staff employee normally on flex leave and desiring transfer to a 12-month position may be laterally transferred within the department at any time during the year at the department head's discretion.
|Assessment of staff needs is the responsibility of the chancellor or vice president, as appropriate. Plans for flex leave shall be approved by the vice chancellor or other appropriate administrator.
|The department head is responsible for receiving requests for flex leave positions and for the forwarding of approved requests for flex leave to the vice chancellor, chancellor, or the vice president, as appropriate.
|When recommending flex leave, the department head shall complete a Flex Leave Contract Letter which may be obtained from the sector personnel office.
|The completed Flex Leave Contract Letter shall be signed by the employee going on leave. The Flex Leave Contract Letter and an appropriately completed PAR shall be forwarded to the sector personnel office for approval.
|Upon approval by the sector personnel office, copies of the Flex Leave Contract Letter shall be forwarded to the vice chancellor, chancellor or vice president, as appropriate, as well as to the Payroll office and the Employee Benefits office.
|Employees on flex leave are responsible for contacting the Employee Benefits office to make arrangements to pay any insurance premiums which may be due during the period of flex leave.