1. Can employees use PTO in lieu of working during the required notice period?
Employees must provide at least two weeks’ notice of resignation to remain in good standing with the University. This time is necessary for the department to smoothly transition duties before the employee departs; therefore, supervisors should not approve time off which would negatively impact University operations. Additionally, employees separating from the University will be removed from payroll on the last day of actual work (except in cases of retirement).
2. Can an employee be required to use accrued paid time off for the two (2) weeks' notice required pursuant to HR-118?
No. The employee cannot be required to use accrued paid time off during the notice period.
3. Can an employee continue to use the Educational Assistance or Tuition Reduction benefits after separation?
If an employee separates from the University, the employee, spouse, and dependents may complete the semester in which enrolled. See HR-303.
4. What happens to unused compensatory time balances?
Employees separating from the University will be paid lump-sum for unused accrued comp time. Payment will be at a rate not less than the average regular rate received by the employee during the last three (3) years of the employee’s employment or the final regular rate received by the employee, whichever is greater. See HR-211.
5. Is unused Winter Break Leave paid upon separation of employment?
No. Any balance of unused Winter Break Leave is forfeited upon separation of employment. See HR-415.
6. How is lump-sum PTO payout calculated?
Payment for a non-exempt (hourly) employee's PTO, not to exceed 80 hours (based on 1.0FTE), is calculated based on the hourly rate of pay in the position held at the time of the action that triggered the payout (e.g., change to a position not eligible for PTO or separation of employment), plus applicable shift differential if the employee is normally scheduled to work an eligible shift.
Payment for an exempt (salaried) employee's PTO, not to exceed 80 hours (based on 1.0FTE), is calculated based on the equivalent hourly rate of pay in the position held before the action that triggered the payout. For example, an annual salary of $60,000 is equivalent to $28.84/hour ($60,000 divided by 2080 hours per year).
Created: 01/01/2024
Reviewed 2023-12-22