TEMPORARY RULES: OAR 580-021-0030; VACATIONS AND OAR 580-021-0040; SICK LEAVE PLAN FOR ACADEMIC PERSONNEL
Summary and Staff Report to the Board
The Board, in its meeting on July 20, 2001, provided its approval for OIT to accept from OHSU the academic programs of Clinical Laboratory Science (CLS) and Paramedic Education (PME). While these programs will, for an interim period, be offered on a joint basis, the agreement requires the current transfer of all employees. It is the intent of OIT and OHSU that no employees suffer adversely from this transfer. In order to effectuate the "no harm" transfer, current annual and sick leave balances must be transferred and honored. Under the Board's rules, leave balances for transferred employees can be transferred between OUS institutions. Now that OHSU is no longer an OUS institution, a modification of the current Board rule is necessary to accomplish the desired result. Accordingly, OAR 580-021-0030 (Vacations) and OAR 580-021-0040 (Sick Leave Plan for Academic Personnel) are proposed for minor amendment. The proposed temporary rule is crafted to apply to the situations presented by the transfer of these programs only.
Staff Recommendations to the Board
Staff recommends that the Executive Committee of the Board approve the revision to the rules as presented by the following temporary rules. The temporary rule shall be in effect for 180 days, during which time formal action for the consideration and adoption of a permanent rule shall be commenced. (New text is bolded and lined text indicates deletions).
Vacations: OAR 580-021-0030
(1) Eligibility. Vacation means absence from work permitting rest and recreation for a specified period of time during which regular compensation continues. Unclassified employees gain vacation privileges only if employed at .50 FTE or more on a 12-month appointment.
(2) Computation. Eligible unclassified employees accrue vacation on a monthly basis, beginning the first of the month following date of hire or on the first of the month if an employee is hired the first working day of the month. Vacation accrues on the last day of the month and is available for use the first day of the next month subject to the restrictions in Section (3) of this rule. A 9-month employee appointed to a 12-month contract may receive credit for the previous 9-month contract, on a pro-rata basis. Eligible employees with a 12-month, 1.0 FTE contract accrue 15 hours of vacation per month; eligible employees on a .50 FTE or more contract accrue vacation in proportion to their FTE. An employee who terminates OUS employment before completing the 6-month wait period receives no vacation, and is not entitled to compensation for vacation accrued. On
February 28, 1998, eligible employees shall be credited with vacation leave on a pro-rata basis at a rate of 14.67 hours per month as if monthly accrual had begun on their last vacation anniversary date or, for those employed fewer than 11 months, on their date of hire.
(3) Wait Period and Maximum Balance. Vacation accrual is available to the unclassified employee for use six months after vacation accrual begins. Until September 1, 1999, there will be no maximum on the amount of vacation leave that an employee can accrue. However, effective September 1, 1999, no employee may accrue in excess of 260 hours, and any accrued vacation leave in excess of this cap will be forfeited.
(a) Inter-institutional/Unclassified to Unclassified. If an eligible unclassified employee transfers to another unclassified position within the Department and remains eligible for vacation accrual, the employee shall transfer all accrued vacation leave to the new position. However, if there is a break in service for more than 30 days, all accrued vacation pay will be paid off by the sending institution and the employee will be considered a new hire in the position. Moving from position to position within the same institution shall not be considered a transfer or a break in service for purposes of this rule.
(b) For purposes of this Rule, OHSU shall be considered an institution within the Department whereby an OHSU unclassified employee who "transfers to [an] unclassified position within the Department and remains eligible for vacation accrual," may, subject to approval by the receiving department or institution, transfer all accrued vacation time from OHSU to an institution within the Department; upon such a transfer, the vacation benefits of a former OHSU employee shall be administered in accordance with OAR 580-021-0030.
(5)(c) Classified to Unclassified Appointment. If a classified employee of the
Department receives an unclassified appointment within the Department and is eligible for vacation leave, the employee
may bring up to 80 hours of accrued vacation leave; the receiving department or institution may accept up to 250
hours maximum. The former classified employee shall receive cash compensation from the sending department or institution
for any remaining accrued vacation leave. The former classified employee may use accrued vacation without serving
a 6-month wait period. (6)(5) The accrual of vacation leave is reduced on a pro-rata basis for the
period of leave without pay, sabbatical leave, and educational leave. Vacation leave is accrued during other periods
of paid leave. (7)(6) Payment for Accrued Vacation Leave. Unclassified employees are not entitled
to payment for unused vacation leave except upon termination of employment or upon transfer within the Department
to another unclassified position not eligible for vacation benefits. Unclassified employees who transfer to a classified
position within State of Oregon employment are subject to applicable OUS rules or collective bargaining agreements
governing payment for accrued vacation. The maximum number of hours that can be paid upon termination or transfer
is 180 hours. (8)(7) Scheduling and Use of Vacation Leaves. Vacation leaves are scheduled
with the approval of the employee's supervisor and should be planned cooperatively with the employee. Vacation
leave should be scheduled in such a manner as to minimize disruption to the organization. Supervisors must be reasonable
in allowing the use of vacation leave and may not unreasonably deny vacation requests where the result would be
the forfeiture of accrued vacation. For purposes of calculation, one normal work day is the equivalent of eight
hours of vacation leave for a full-time employee. (9)(8) Record Keeping. Each institution is responsible for maintaining the individual
records of vacation accrual and use. (10)(9)Vacation Donation. The transfer of vacation time, for use by another employee,
classified or unclassified, is not permitted. (11)(10) Vacation Borrowing. Employees are not permitted to borrow against vacation
that is not yet accrued.
(Section 12, relating to interim provisions for employees moving from Management Service to Unclassified Service, was repealed December 1, 1999.)
Sick Leave Plan for Academic Personnel: OAR 580-021-0040
(1) Eligibility. All full-time academic staff will be credited with eight hours of sick leave for each full month of service, or two hours for each full week of service less than one month. Part-time academic staff employed .50 FTE appointment or more will be credited pro rata amount. An academic Graduate assistants are not eligible to accrue or to use sick leave. staff member whose appointment is less than .50 FTE is not eligible to accrue sick leave, but is eligible to use a prorate of sick leave accrued but unused while previously employed .50 FTE or more. In addition, sick leave is not earned or used during sabbatical leave, educational leave or leave without pay. Sick leave credit shall be earned during sick leave with pay and during other periods of paid leave. There is no limit on the amount of sick leave that may be accrued.
(2) Earned Sick Leave Use. Academic staff who have earned sick leave credits must use the credits for any period of absence from service that is due to the employee's illness, injury, disability resulting from pregnancy, necessity for medical or dental care, exposure to contagious disease or attendance upon members of the employee's immediate family (employee's parents, spouse, children, brother, sister, grandmother, grandfather, son-in-law, daughter-in-law or another member of the immediate household) where employee's presence is required because of illness or death in the immediate family of the academic staff member or the academic staff member's spouse. As an alternative, the academic staff member can request to be on sick leave without pay. The institution may require a physician's certificate to support the sick leave claim for any absence in excess of 15 consecutive calendar days or for recurring sick leave use. The institution may require a physician's certificate before allowing return to work to certify that the return would not be detrimental to the academic staff member or to others.
(3) Recordkeeping. At the time and in the manner prescribed by the Chancellor, each academic staff member covered by these provisions shall certify to the officer designated the amount of sick leave earned and the amount of sick leave with pay used. Sick leave records will be maintained in an appropriate file at the institution.
(4) Sick Leave Without Pay. The institutional president or designee may grant sick leave without pay for up to one year when the academic staff member has used all accrued sick leave with pay. The academic staff member must submit a written request for leave and shall be required to submit a physician's certificate. Extensions beyond one year may be granted on a year-by-year basis.
(5) Unearned Sick Leave Advance. The purpose of this section is to provide salary continuance for up to 90 calendar days of absence due to illness through a combination of accrued and advance sick leave. Each full-time academic staff member is entitled to receive a sick-leave-with-pay advance as needed to provide the difference between sick leave earned as of the onset of the illness or injury and 520 hours; part-time staff are eligible to receive a sick-leave-with-pay advance proportional to FTE to provide the difference between sick leave earned as of the onset of the illness or injury and a prorate of 520 hours. As sick leave is earned, the amount shall replace any sick leave advanced until all advanced time is replaced with earned time. No more than a 520-hour sick leave advance is available during a seven-year period that begins with the first sick leave advance. More than one sick leave advance is possible as long as the total advance does not exceed 520 hours during a seven-year period. Sick leave that may have been advanced, but unused, cannot be considered for purposes of computing retirement benefits. Academic staff on fixed term appointment cannot receive an advance that extends beyond the end date of the fixed term appointment except upon written approval of the institution president or designee.
(6) Transfer and Termination. An academic staff member is entitled to transfer in unused sick leave earned with any other agency of the State of Oregon including sick leave earned in the classified service provided the break in service upon transfer does not exceed two years. An academic staff member who leaves employment with the State of Oregon and then returns is entitled to reinstate the previous unused, accrued sick leave. An academic staff member who terminates employment is not entitled to compensation for unused sick leave except in the calculation of the Public Employees' Retirement System (PERS) retirement benefit as provided in ORS 237.153. As used in this subsection, and for these purposes only, the term "any other agency of the State of Oregon" shall include and apply to the Oregon Health & Science University (OHSU).
(7) Summer Appointments. Regular nine-month academic staff employed half-time or more to teach summer session or to work on summer wage appointments are eligible to accrue and to use sick leave during the period of such appointment. Regular nine-month staff employed less than half-time during summer session are not eligible to accrue sick leave, but are eligible to use a prorate of sick leave earned but unused while previously eligible to accrue leave. Other summer session teaching staff hired only to teach summer session are not eligible to accrue or to use sick leave.
(8) Workers' Compensation Integration. The purpose of this section is to insure that an academic staff member who receives a workers' compensation payment for lost time resulting from a compensable job-related illness or injury and salary paid for the same period of time does not exceed the academic staff member's regular salary for that period, and that paid leave is not charged for the payment received from workers' compensation:
(a) Salary paid for a period of sick leave that is taken as the result of a job-related illness or injury compensable under workers' compensation shall be equal to the difference between the worker's compensation benefit for lost time and the academic staff member's regular salary for the period for which the benefit is being paid. An academic staff member who is receiving workers' compensation time loss benefits can choose to use a prorated amount of accrued sick leave or a prorated amount of other accrued paid leave or sick leave without pay. Should an academic staff member elect to use other accrued paid leave for this purpose, instead of sick leave, the salary paid for this period shall be the difference between the workers' compensation benefit paid for lost time and the academic staff member's regular salary for the period for which the benefit is being paid. In such instances prorated charges will be made against the accrued paid leave;
(b) An academic staff member is not entitled to keep both salary, including paid leave, and workers' compensation benefits if the total exceeds the employee's regular salary. Each institution is responsible for coordinating the proration of salary, including sick leave or other paid leave, with workers' compensation lost time benefits. The institution is entitled and is responsible to recover any salary overpayment that may have occurred. An academic staff member who receives a regular salary payment and a workers' compensation lost time benefit payment shall immediately notify the institutional payroll or other designated officer of such overpayment and shall return promptly to the institution the amount of the salary overpayment. The institution shall recover the amount of salary overpayment through payroll deduction or by cash payment according to existing institutional procedures.