Employees who work 17-1/2 hours or more per week in a regularly scheduled position are eligible for paid holiday time. The University observes 13 holidays a year.
Employees are eligible for an additional 2 personal days after three months of employment.
Suffolk University celebrates the holidays listed below during the 2014 – 2015 academic year. On these days, most of the University will be closed, but some staff may be required to work to meet their department’s operational needs.
|Labor Day||Monday, September 1, 2014|
|Columbus Day||Monday, October 13, 2014|
|Veterans Day||Tuesday, November 11, 2014|
|Thanksgiving Break||Starts 1/2 day Wednesday, November
Thursday, November 27, 2014
Friday, November 28, 2014
|Christmas Day||Thursday, December 25, 2014|
|New Year's Day||Thursday, January 1, 2015|
|Martin Luther King Day||Monday, January 19, 2015|
|President's Day||Monday, February 16, 2015|
|Evacuation Day||Friday, March 13, 2015 (Observed)|
|Patriot's Day||Monday, April 20, 2015|
| Memorial Day
||Monday, May 25, 2015
|Independence Day||Friday, July 3, 2015 (Observed)|
All employees who work 17-1/2 hours or more in a regularly scheduled position are eligible for paid vacation time.
Vacation accrues monthly. Vacation for part-time employees is pro-rated based on the employees’ regularly scheduled hours.
Annual Vacation Allowance: 20 days per year
* maximum of 30 vacation days may be accumulated
Vacation accrues monthly. For part-time employees, vacation is pro-rated in accordance with the regularly budgeted hours.
Annual Vacation Allowance:
Years 1 and 2 of employment = 10 days per year
After 2 years and up to 10 years of employment = 15 days per year
After 10 years of employment = 20 days per year
* maximum of 30 vacation days may be accumulated
Administrative staff are paid for occasional absences due to illness.
Support staff who are regularly scheduled to work 17-1/2 hours or more per week accrue sick time on a monthly basis. Part-time employees who work more than 17-1/2, but less than 35 regularly scheduled hours per week are eligible for prorated sick accrual based on the employee's regularly scheduled hours.
Annual sick allowance:
Years 1 and 2 = 10 days/year
Years 3 + = 15 days/year
*maximum of 90 sick days may be accumulated
All employees who work 17-1/2 hours or more per week in a regularly scheduled position, and all faculty who are at least half-time, are eligible for short-term disability leaves for prolonged illnesses or childbearing. This benefit is effective upon completion of one year of continuous employment.
For faculty and administrative employees, base annual salary will be continued during the short-term disability leave. For all other employees, payments are equal to 60% of normal weekly base salary. The short term disability leave payments begin upon the later of: a) 21 consecutive days of disability or b) exhaustion of accrued sick time.
For all faculty and all employees the maximum amount of paid leave is determined by the amount of time an appropriate medical authority states the employee is totally disabled (unable to work) and the employee’s length of service at the University. If employed for 12 or more months and up to 36 months eligible for up to 12 weeks leave. If employed for 36 or more months eligible for up to 26 weeks leave.
Under the federal Family and Medical Leave Act, employees who meet the Act’s eligibility requirements are eligible to take unpaid leave for certain reasons. An in-depth explanation of the FMLA is explained in the “Employee Rights and Responsibilities Under the Family Medical Leave Act.” For certain types of leaves the University requires that paid leave be substituted for all or part of a FMLA leave.
The University has announced for Summer 2014 two Summer Schedule options for employees: an abbreviated work week and a voluntary time off benefit program.
Flex or Abbreviated Work Week Option
Certain employees may be eligible to work a four-day work week between Monday, July 14, and Friday, August 15, inclusive.
To be eligible for participation, the employee must:
A manager may approve an abbreviated work week for some but not all weeks, based on the needs of the department.
If an employee participates in the abbreviated work week, s/he must:
Administrative (exempt) staff are expected to perform a body of work which may require working more hours than those noted above.
The University has announced for Summer 2014 two Summer Schedule options for employees: an abbreviated work week and a voluntary time off benefit program.Voluntary Summer Time Program
During the summer, some offices/departments have a decrease in work load. Because of this, certain employees may be eligible to take from two to 12 weeks’ unpaid time off (or partially paid by using accrued vacation time) between June 1 and August 15, inclusive. Participation requires that the office/department confirm that it can allow the employee to be away without filling her/his role with a temporary or student employee.
To be eligible to participate in the Voluntary Summer Time Program, an employee must:
• Have completed six months of employment as of June 1, 2014
• Work in an office/department that can permit the employee to participate in the Voluntary Summer Time Program without filling their role with a temporary or student employee
• Agree with his/her manager/chair on the length of time of absence. Administrative staff must take time off in half-month increments (i.e., 1 – 15, or 16 – end of month). Support staff must take time off in weekly increments, with a minimum of two weeks
• Be able to combine the Voluntary Summer Time Program with a previously approved leave of absence, at the discretion of the manager/chair. However, if the employee’s position was filled during the leave, it may not continue to be filled while the employee is on the Summer Time Program.
• Cover the cost of his/her contributions to health, dental, transit and supplemental life insurance through Electronic Fund Transfer or by taking enough vacation pay each pay period to cover the cost of benefits deductions.
• Receive University contributions to his/her benefits as if s/he were working
• Not accrue vacation time and sick time (where applicable) as if s/he were working but will be paid for any holiday that occurs while s/he is on the Voluntary Summer Time Program
• Be considered to be continuously employed, with no impact on seniority date, and will be unable to collect unemployment compensation
• Return to the same role at the end of the Voluntary Summer Time Program
If you wish to participate in the Voluntary Summer Time Program you should first discuss it with your manager/chair and complete the form. Your manager/chair will review your request with your senior vice president/dean, who will make the final decision. While every effort will be made to accommodate all expressions of interest, there may be a need to compromise to meet staffing needs.
Guidelines for Managers:
If your work area sees a decrease in work volume over the summer months, which is especially common in academic and academic support departments, this may be an opportunity to provide your staff with a worthwhile benefit while managing your department budgets.
If you grant employees Summer Break, you may not fill their positions with temporary employees or student or work-study employees.
If you permit one or more of your employees to participate in the Summer Time Program, you will want to encourage flexibility and cooperation among the remaining staff, as you will need to reallocate the work of those participating in the Summer Time Program.