UC this week enacted a new absence-from-work policy for three employee groups without union representation, giving them enhanced benefits having to do with the use of accrued sick leave for certain life events such as a new addition to the family.
The new policy, which took effect June 1, applies to Professionals and Support Staff (PSS), Managers and Senior Professionals (MSP) and the Senior Management Group (SMG).
The policy includes this new benefit for parents: They can use sick leave for the purpose of caring for and bonding with new children.
In regard to two other life events, the policy boosts the maximum number of sick days that employees may use for a serious health condition or the death of a family member.
Additionally, under the new policy, PSS, MSP and SMG employees can use sick time for bone marrow and organ donations, and vacation or unpaid leave for the purpose of serving as election officers.
Introduced earlier this year for systemwide review, the absence-from-work policy consolidates and revises several sections in the PPSM: Personnel Policies for Staff Members. The revisions include new language to meet legal requirements.
UC President Mark G. Yudof said a number of employee groups advocated for the expansion of leave policies, and campus leaders from around the system expressed broad support for the changes.
Under the new policy, an employee may use up to 30 days of sick leave in connection with the addition to one’s family of a newborn, adopted or foster child. Previously, parents could use vacation or compensatory time, but not sick leave, for caring for or bonding with new children.
"Supporting employees’ work-life balance is an ongoing priority for UC, and we’re pleased to be able to offer this expanded benefit, especially during this time of furloughs and budget cuts," said Dwaine Duckett, vice president of Human Resources.
PSS, MSP and SMG employees also gained the right to use additional sick time as follows:
• Serious health condition (the employee’s own health condition, or one for which the employee is caring for his or her spouse or domestic partner, a child or parent) — 12 weeks, up from 30 days, for use during a family and medical leave
• Death of a family or household member — 10 days, up from five
• Bone marrow donation — Five days
• Organ donation — 30 days
Other key changes in the absence from work policy:
• Returning to UC employment — An employee who leaves UC with accrued sick leave can have that time reinstated if the employee returns to work for UC within 90 days (previously 15 days).
• Prohibitions — New language that says employees cannot use vacation or sick leave intermittently during an unpaid leave of absence in order to benefit from holiday pay and employer contributions to benefits that would not otherwise be provided.
• Supervisor approval — New language clarifying that supervisor approval is required for requested vacation leave.
• FMLA amendments — New sections describing military caregiver leave and qualifying exigency leave, which are new provisions of the federal government’s Family and Medical Leave Act.
• Jury duty — New language advising employees of work expectations and potential overtime requirements when employees are called for jury service.
• Paid time off — Newly added references to paid time off programs that are used by some UC medical centers as an alternative to vacation and sick leave.
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Dave Jones, Dateline, 530-752-6556, dljones@ucdavis.edu