Time Off and Leave Options

Bereavement/Funeral Leave

The University recognizes the need for time off work upon the death of an immediate or other family member as defined here: 

Paid bereavement leave is granted for purposes of:

• Attending the funeral, services, ceremonies, and/or interment.
• Making necessary arrangements.
• Travel related to the death.
• Bereavement time.

Eligibility

Paid University Bereavement/Funeral leave is available to benefit eligible faculty, staff, and residents working more than 20 hours per week/1040 hours per year.  Temporary employees and student workers who do not receive benefits are not eligible to receive this benefit.  

Approval

Eligible employees should request paid University Bereavement/Funeral Leave from their supervisor. Substantiation of the reason for paid University Bereavement/Funeral Leave may be required.

Procedure

The need for paid University Bereavement/Funeral Leave shall be reported as soon as possible in conjunction with making the request in myHR and notifying the employee’s supervisor. 

Paid bereavement leave may be used only on days an employee is scheduled to work.  

Length of absence

Eligible employees are granted a maximum of five (5) consecutive days of paid University Bereavement/Funeral leave for immediate family members., which includes an employee’s:

• spouse or civil union partner
• children including biological, ward, in-law, grandchild, child of civil union partner, adopted, step, foster or any child for whom the employee stands in loco parentis
• parents (biological, step, adopted, in-law, parents of a civil union partner)
• Siblings (biological, half, adopted or step)

Eligible employees are granted one (1) day to three (3) days of paid Bereavement/Funeral Leave for a relative other than the above who is not an immediate family member.  Individuals who are not considered immediate family members are grandparent, aunt, uncle, niece, nephew, or cousin of the employee or their spouse (including biological, step, adopted).

Other provisions

Paid University Bereavement/Funeral Leave is generally expected to be taken within 60 days after the employee receives notice of the death and must be taken as a block of time to coincide with the day of the funeral.

Jury Duty/Election Duty/Civil Duty

Employees who receive a summons for jury duty/election duty/civil duty must notify his/her supervisor as soon as possible.

• The employee must present satisfactory evidence of the amount of time served on election, jury and/or civil duty.
• Contact the Payroll Department for detailed instructions on reporting your jury and/or civic duty.
• Employees must submit a copy of the check and/or any other court related documents to the Payroll Department.
• The University will pay the difference between regular wages and the amount received for jury, election and/or civil duty.

Time Off for Voting

Creighton supports employees to participate in the political process by voting in local, county, state and national elections. Employees are encouraged to exercise their right to vote and, whenever possible, to vote during nonworking hours or by absentee ballot when appropriate. Please refer to county websites for poll hours and the absentee ballot process. If for any reason your working schedule may have a conflict with official poll times, contact your supervisor in advance to discuss scheduling accommodations.

Please be mindful that States have varied time off requirements and voting statutes which Creighton complies with. Check State by State Laws on Voting Leave Policy | Workplace Fairness for more specifics.   

Access Voting Information | Creighton University for more information regarding using your voice to make a positive impact.

Holidays

University Holiday Schedule

The observance of paid holidays provides additional opportunities for rest and to enhance the total compensation provided to employees.

Specific Guidelines for Biweekly/Hourly Paid Employees

• The University recognizes that some schools/departments must remain open on designated holidays. If you are unable to observe a designated holiday, the hours will be stored for later use within the current fiscal year. In some situations, when future usage is not practical, a department may choose to pay out the holiday hours in addition to hours worked on the holiday. Holiday hours used at a later date must be coordinated in advance with your supervisor.
• Paid holiday time is express in hours and displayed on the employee payslip view through myHR.
• Full-time staff working 2,080 hours per year (40 hours per week times 52 weeks per year) receive eight hours per holiday.

• Staff working less than 2,080 hours per year receive holiday hours on a pro-rated basis (up to the maximum of eight hours). For example, a staff member working 1,040 hours per year will receive four holiday hours.

Specific Guidelines for Monthly/Exempt Paid Employees

• The University recognizes that some schools/departments must remain open on designated holidays. If you are unable to observe a designated holiday, you should arrange with your manager to observe the holiday at a later date within the current fiscal year.
• There are no reporting requirements to Human Resources/Payroll when a holiday is observed.

Sick Time

Purpose

Sick leave hours are awarded to benefit-eligible employees for necessary paid time away from work. Employees can take paid sick leave for their own health condition (medical, dental, vision and mental health) or to seek preventive care and/or diagnosis for their own health condition or treatment; or to care for an immediate family member (as defined in the policy) for the same health conditions who is ill or needs preventive care, diagnosis, treatment. Examples of how sick leave can be used are outlined below:

1. Personal illness. If an illness extends beyond three days or the staff member is hospitalized, the staff member should apply for protection under the Family Medical Leave Act (FMLA). It is the supervisor's responsibility to immediately report potential FMLA situations to Human Resources.
2. Illness of a member of the Immediate Family when the Employee’s presence and assistance is necessary.  Immediate Family is defined as an Employee’s spouse or civil union partner, children (including biological, ward, grandchild, child of civil union partner, adopted, step, foster or any child for whom the Employee stands in loco parentis), parents (biological, step, adopted, in-law, parents of a civil union partner), and siblings (biological, half, adopted or step). Staff member should return to work when the crisis or emergency has passed. With coordination and approval from the staff member's supervisor, accrued vacation time may be used after the emergency situation has subsided and the family needs further care. Staff member should contact Human Resources in situations involving extended care to determine if FMLA applies.
3. Doctor or dental appointments and/or to accompany dependent children or spouse when the staff member's presence is necessary. These appointments must be coordinated and approved by the supervisor in advance. If possible, appointments should be made at a time that presents the least amount of inconvenience or interruption to the university in order to provide a balance for both the institution and our faculty and staff. 

Eligibility

Staff hired to work 1,040 hours or more per year will accrue sick leave hours beginning on their first day of benefit-eligible employment or re-employment. Available hours will display on the payslip viewed through myHR.  Changes in work status that affect sick leave accrual will place on the first day of the pay period in which the change takes effect. Staff hired into a non-benefit eligible status and who later become benefit eligible will begin to accrue sick leave hours with the pay period in which the change takes effect. Employment classifications excluded from this policy include faculty, medical residents (housestaff), and residents in pharmacy, physical therapy and occupational therapy programs.

Accrual

Benefit eligible staff accrue sick leave hours each pay period based on annual scheduled hours. Full-time staff working 2,080 hours per year (40 hours per week times 52 weeks per year) accrue eight hours per month if paid monthly and 3.69 hours per pay period if paid biweekly. Staff working less than 2,080 hours per year earn sick leave hours on a pro-rated basis (based on the full-time accrual rate). For example, staff working 1,040 hours per year will accrue four hours per month if paid monthly and 1.85 hours per pay period if paid biweekly. Sick leave hours are updated each pay period to reflect sick hours taken and additional hours earned. Available hours will display on the payslip viewed through myHR.

Maximum Hours

Sick leave will accrue up to a maximum of 240 hours (30 days) for all benefit eligible staff regardless of work status, job level, or pay frequency. If the maximum limit is reached, accruals will stop until the hours balance falls below the maximum limit. In the pay period in which a balance reaches the maximum cap, the amount of accrual is determined by the hours balance after any hours used during the pay period are subtracted. No pay will be received for hours missed if sick leave hours are not available.

Requesting Time Off

If accrued sick leave hours are not available and approval is granted to take the hours as unpaid, the hours will be recorded on the time sheet as sick leave; however, the hours will not be paid. A negative sick leave balance is not permitted.

Payment of Unused Hours

Unused sick leave hours are not payable at the time of separation of service or retirement.

View the University Policy - Sick Leave - Faculty and Staff (2.2.34.)

View the Faculty Handbook provisions related to Sick Time

Vacation Hours

Purpose

Creighton recognizes the importance of work-life balance and supports the development of each employee in all aspects of their lives – at work, at home, and in the community.  The University provides paid vacation for rest and relaxation.  Vacation may be taken by benefit eligible employees in full-day or half-day increments, or in quarter-hour increments (non-exempt only) if scheduled and approved in advance.

Eligibility

Staff hired to work 1,040 hours or more per year will accrue vacation hours beginning on their first day of benefit eligible employment or re-employment. Available vacation hours will display on the pay slip viewed through myHR. Changes in work status that affect vacation accrual will take place on the first day of the pay period in which the change takes effect. Staff hired into a non-benefit eligible status and who later become benefit eligible will begin to accrue vacation hours with the pay period in which the change takes effect. Employment classifications excluded from this policy include: faculty, medical residents (housestaff), and residents in pharmacy, physical therapy and occupational therapy programs.

Accrual

Benefit eligible staff accrue vacation hours each pay period based on annual scheduled hours, job level and years of benefit eligible service. Staff working less than 2,080 hours per year earn vacation hours on a pro-rated basis (based on the full-time accrual rate). Vacation hours are updated each pay period to reflect vacation hours taken and additional hours earned. Available hours will display on the pay slip viewed through myHR.

Vacation Accrual Chart

Maximum Hours Limit

Vacation hours may be accrued up to a maximum of twice the annual accrual amount. Vacation hours do not accrue past the maximum number of hours based on job level, scheduled annual hours and length of benefit eligible service. If the maximum limit is reached, accruals will stop until the hours balance falls below the maximum limit. In the pay period in which a balance reaches the maximum cap, the amount of accrual is determined by the hours balance after any hours used during the pay period are subtracted. No pay will be received for hours missed if vacation hours are not available.

Requesting Time Off

Time off must be requested in accordance with the established school/departmental procedure and agreed upon by both the staff member and supervisor. Requests may not be approved if the time away would adversely impact school/department operations or if the individual does not have the necessary amount of accrued time available. If accrued vacation hours are not available and approval is granted to take the hours as unpaid, no hours will be reported on the timesheet for the time away; however, the hours will not be paid. A negative vacation balance is not permitted.

Payment of Hours Balance

Any unused, accrued vacation hours will be paid at time of separation of service or retirement. If a status change from benefit eligible to non-benefit eligible occurs, vacation accrual will end and any unused, accrued vacation hours will be paid at the base rate in effect at the time of the change.

View the Faculty Handbook provisions related to Vacation Hours

Volunteer Service Paid Time Off Program

Creighton provides paid time off for volunteer service work for benefit eligible faculty and staff in support of the Jesuit Catholic mission.  The intention of this program is to create community engagement opportunities for Creighton’s employees that are meaningful, purposeful and helps those in need. At the same time, Creighton recognizes that participating in these activities will also enrich and inspire the lives of our employees. For further details, please reference the Volunteer Service Paid Time Off Policy . Eligible employees can volunteer up to 16 hours per academic year (July 1 through June 30).

Creighton Engage is a new online platform to centralize service and volunteer efforts across the University, directly connected to the mission of being students, staff, faculty and alumni for and with others.  Please reference the platform to register for service events.

Employees will need to submit requests via the absence management module in myHR. Management will review each request. Any managerial questions concerning approval or denial of a request should be directed to Human Resources at 402.280.2709 or hr@creighton.edu.

View Our Brochure

Discerning Where To Serve

Creighton offers paid time off for volunteer service in support of the Jesuit, Catholic mission of Creighton University. As Father Dennis Hamm writes in The Union of Minds and Hearts: Celebrating the Spiritual Roots of Creighton University:  “We were created by a loving God to find our purpose by using our gifts in the service of one another.  As a community of learning and faith, Creighton University is ever mindful of this responsibility.”

As faculty and staff discern how to use these hours and who to partner with, employees are encouraged to seek opportunities that embody the Jesuit mission of “men and women for and with others” and the Catholic Social Teaching principle of a “preferential option for the poor and vulnerable.” Creighton cannot approve of partners that are outside of the priorities of the Catholic Church.

More information can be found at the blog: Facility/Staff Volunteer Service Paid Time Off  

Volunteer service work may extend across multiple community partners.  Employees must be in good standing and provide reasonable notice to management prior to their time off. Additional considerations include ensuring work demands precede service time off requests. The decision to approve a request for paid service time off is within the discretion of management along with the organizational and operational needs of the division, school or college. If an employee's request conflicts with operational needs, management is encouraged to work with employees to find a time that works for all parties. 

The service time off will be paid at the employee's current base salary. Service paid time will be considered as excused time and will not accrue from fiscal year to year. Usage of this time does not affect vacation or sick accruals. Any unused volunteer paid time hours will not be paid out upon termination of employment.

Employees will need to submit requests via the absence management module in myHR. Management will review each request. Any managerial questions concerning approval or denial of a request should be directed to Human Resources at 402.280.2709 or hr@creighton.edu.

Examples of qualified uses for service time off include:

• Building a house for Habitat for Humanity
• Volunteering at a local hospital
• Volunteering at an inner-city school
• Volunteering at a food bank

Examples of unqualified uses for service time off:

• Attending a professional or personal interest conference
• Attending your child’s parent-teacher meeting
• Coaching your child’s basketball game

If there are questions on whether a site can be approved, please email cindyschmersal@creighton.edu.

Frequently Asked Questions

Leave of Absence Options

Visit the Leave of Absence Options page for information on:

• Family and Medical Leave of Absences (FMLA)
• Medical Leave (non-FML)
• Paid Parental Leave
• Personal/Family Support Leave (PFSL)
• Military (USERRA)