Leave Questions

No. According to University Rule 31.03.03.M1, a deduction shall not be made from the salary or wages of any employee of Texas A&M University who is called for jury duty. Employees should complete a leave request form specifying leave taken for jury duty.

You should inform your supervisor as soon as possible regarding the date and time you will be needed when you receive a notice to report for jury duty. The summons should be presented along with the personal leave request form if required by your department.

Depending on your work schedule and other circumstances, you may be expected to return to work later that day. You should contact your supervisor as soon as possible to determine whether or not you should report back to work for the remainder of your shift. You will be compensated with paid leave for the time you missed from your job while you were responding to your summons.

An employee appearing as a fact (non-expert) witness, in the employees capacity as a private individual, rather than in the employees official capacity, will be granted release time, without having to take vacation time, unless the individual is a party to the suit. (System Regulation 31.05.03 Witnesses in Judicial Actions or Legislative Investigations)

To apply for Sick Leave Pool the employee should complete and submit the Sick Leave Pool Withdrawal Form and the Certification of Physician or Practitioner Form to the department for submission to the Sick Leave Pool Administrator. For eligibility requirements contact the Employee Relations Office at 862-4027.

Contact the Leave Coordinator at 862-4027 or email Employee-Relations@tamu.edu.

You may contact the Leave Coordinator at 862-4027 or email Employee-Relations@tamu.edu.

Per System Regulation 31.03.01 Vacation, the vacation leave accrual rate is based on the percentage work effort and the number of years of State service as shown on the schedule in the regulation. Per System Regulation 31.03.02 Sick Leave, the sick leave accrual rate is also earned as a percentage of time worked in relation to a normal accrual for a 100% employee.

Per System Regulation 31.03.01 Vacation, all hours of accumulated vacation leave above the maximum hours allowable to be carried forward into the next fiscal year may be credited to an employee's sick leave balance as of the first day of the next fiscal year.

Yes, under the following conditions. System Regulation 31.03.02 Sick Leave states sick leave with pay may be taken and sick leave without pay may be requested when the employee is needed to care for and assist a member of the employee's immediate family who is actually ill. Immediate family is defined as those individuals living in the same household and related by kinship, adoption or marriage, or foster children certified by the Texas Department of Protective and Regulatory Services. An employee's use of sick leave for family members not residing in that employee's household is strictly limited to the time necessary to provide care and assistance to a child or parent of the employee that needs such care and assistance as a direct result of a documented medical condition.

Per University Rule 31.03.03.M1, Emergency Leave will be granted upon request because of death of the employee's spouse, or the employee's or spouse's child, parent, brother, sister, grandparent, or grandchild.

In the event that the Brazos Valley and surrounding area are adversely affected by inclement weather, the University may be closed. Employees should tune into local television and radio broadcasts for information regarding University closing. Information will also be available by calling the Human Resources Department, Employee Relations Office at 862-4027.

Emergency leave (with pay) will be granted to budgeted employees who do not work during the period when the University is closed due to bad weather. Wage employees and student workers will not receive emergency paid leave.

Some employees, because of the nature of their work, will be required to work while the University is closed. In this case, any non-exempt employee (an employee eligible for overtime) who must work during an emergency will be paid for the hours they work and they will be given compensatory time on a straight time basis.

Employees who are scheduled to be away from work on approved sick or vacation leave will not have their leave changed to emergency leave. Essentially, since the employee was already scheduled to be off work, the bad weather would not impact their ability to be at work.

Advise your supervisor of your circumstances as soon as possible. When you return to work, discuss your situation with your supervisor. Your circumstances may be significant enough to request emergency leave for unsafe working or travel conditions. This request must be approved by the Vice President for Administration. If additional emergency leave is not granted, you may be required to use your vacation leave.

When the University is closed due to bad weather, University officials will determine what day and time the University is officially closed and the day and time that the University reopens again. If your shift falls within the period that the University is officially closed and you are not employed in a position essential to the operation of the University during an emergency, you would not be required to report to work.

Occasionally the University closes down for holidays, inclement weather, emergencies, or special occasions; however, essential personnel are instructed to continue working to keep the University running. Human Resources has been asked to define who is included as "essential personnel." In general, if employees' job duties affect the security, safety, or physical operation of the University (including providing services to students) they may be employed in a position that is considered "essential" during these closings. The department heads are familiar with the commitments and requirements of their areas of responsibility within the University and are uniquely positioned to make the decision as to who needs to work as an "essential person" during these times.

In general, if your job duties directly affect the security, safety, or physical operation of the University (including providing services to the students) you may be employed in a position that is considered "essential" during an emergency closing. Speak to your supervisor to determine if you must report to work during an emergency closing.