MD Anderson provides several types of leave due to situations arising from your work.
Compensatory leave is given in lieu of time and a half pay for certain exempt positions due to market and/or staffing needs.1 See the Compensatory Time Policy (UTMDACC Institutional Policy ADM0246) for details about eligibility and use. Compensatory time for the employee must be credited in Kronos before it is available for use.
Process For Requesting Compensatory Leave
STEP 1: Manager ensures that the employee is eligible for compensatory time before initiating a compensatory time arrangement. See the Compensatory Time Policy (UTMDACC Institutional Policy ADM0246) and the Classified Employee Pay Plan.
STEP 2: Manager must give advance approval to the employee for any time worked that will be eligible for Compensatory leave.
Use of Compensatory Time
Employees may use Compensatory time banked in the system in the same manner that they use PTO, except when on
- Family and Medical leave,
- Workers’ Compensation and/or
- Military leave.
An employee may specifically request not to use this time. See the Suggested Leave Utilization Table.
The employee is responsible for ensuring all Compensatory time is used prior to change in status, transfer to a position where they are no longer eligible for Compensatory time off, or prior to termination of employment.
Transfers and Termination
Unused Compensatory time is not paid out upon termination of employment, or transfer to a position not eligible for Compensatory time.
If an employee changes their time status and becomes ineligible (for example, an employee changes to a per diem or hourly status), the compensatory leave will be frozen until the employee either returns to an eligible status or terminates employment. Unused compensatory time is forfeited at termination.
The administrative head of an agency may grant Paid Investigational Leave (PIL) to a state employee who is the subject of an investigation being conducted by the agency; or victim of, or witness to, an act or event that is the subject of an investigation being conducted by the agency.
A state employee who is the subject of an investigation being conducted by the employing agency is ineligible to receive leave for that reason under any other provision of Government Code Section 661, Subchapter Z.
Senate Bill 73 as passed by the 85th Texas Legislature outlines reporting and administrative considerations when emergency leave is granted as outlined by Government Code Chapter 661, Subchapter H.
All regular full-time and part-time (at least .5FTE/20 hours per week) benefits eligible employees and educational appointees are eligible for Emergency Leave.
STEP 1: If a manager/supervisor or the University of Texas Police Department believes that an individual should be placed on Paid Investigative Leave, they must coordinate with the assigned HR Consultant within the Division of Human Resources Strategic Partner team to discuss the appropriateness of the request.1
STEP 2: Upon review and determination that PIL should be authorized, HR Strategic Partner leadership will direct the HR Consultant to submit the following information to HRLeaveAdmin@mdanderson.org for coding in Kronos:
- the request (including the classification of the need for PIL)
- the total number of hours requested
- the requested dates for leave
STEP 3: For employees who clock into Kronos, the department is responsible to enter the out-punch for the last physical day of work.
The length of time granted is dependent on the nature and duration of the investigation.
Leave During an Investigation Report
No later than the last day of each quarter of the fiscal year, a state agency shall submit a report to the State Auditor’s Office and the Legislative Budget Board of the employee that is subject of an investigation or is the victim of or witness to an act or event that is being investigated conducted by the agency who has been granted 168 hours or more of leave during that quarter. The report must include, for each employee, including the classification of the need for PIL.1
Leave awarded, at the manager’s discretion, to recognize and reward outstanding or exceptional work performance during a fiscal year.1 (See Recognition Leave Policy (UTMDACC Institutional Policy ADM0300) for additional information.
Only classified employees who are employed as regular full-time or part-time employees are eligible for Recognition Leave.
Not eligible: Faculty, educational trainees, hourly (non-benefits eligible), per diem and administrative employees.
Full-time employees are eligible for a maximum of 24 hours per fiscal year.2,3 Part-time employees are eligible for a proportional maximum number of hours based on their percent of employment (example: a 50 percent employee is eligible for up to 12 hours).
Process For Using
STEP 1: Utilizing the Recognition Leave tool in PeopleSoft myHR for Managers, manager rewards eligible employee with Recognition Leave in 4 hour increments or a proportional amount for part-time employees.
Manager must note exceptional work performance at the time of rewarding, as well as document it in the employee’s performance evaluation.
STEP 2: Employee uses their Departmental Time Off Procedures to request Recognition Leave.
STEP 3: Manager approves time off request as appropriate or communicates reasons for not approving a request (e.g., scheduling conflicts, not eligible, etc). Manager and employee ensure that time is taken on or before August 31st in the fiscal year for which it was rewarded, or the leave is forfeited.
Rules and Exceptions - Recognition Leave:
- May only be taken in increments of at least 4 hours or more (or a proportional amount for part-time employees.)
- Is not treated as accrued time off and, as such, may not be taken during an extended leave of absence, paid out at transfer or paid out at employment termination.
- May not be carried over to the next fiscal year. Awarded hours will be forfeited if not used within the same fiscal year and cannot be used to extend employment after the last day worked.4
- Must be entered via the Recognition Leave tool in PeopleSoft myHR for Managers and reported/documented in the employee’s performance evaluation. No other reporting is required.
Disciplinary action may result in suspension without pay.1
For more information, please contact your HR consultant and read the Corrective Action Policy (UTMDACC Institutional Policy ADM0256).
Suspension Without Pay Rules & Exceptions
An employee suspended without pay continues to:
- Accrue PTO and EIB, if duration of suspension without pay is less than a full calendar month and
- Receive group insurance coverage as long as premiums obligations are met.
For details on the eligibility and processes involved with Workers’ Compensation insurance, please refer to the Worker’s Compensation Insurance Policy (UTMDACC Institutional Policy ADM0276).
Benefits/Pay for First 7 Days
- In case of incapacity from work, the employee or manager should notify Employee Health on the first day. If a health care provider takes the employee off work on the day of injury, the employee receives full pay for that day.
- Employees may take the first 7 days as Leave Without Pay, or may use PTO for the first 16 hours followed by EIB to receive full pay during the first 7 days if accrued leave is available.
- Educational appointees may take the first 7 days as Leave Without Pay or use any applicable accrued benefits of educational sick leave and/or annual leave, to receive full pay during the first 7 days if accrued leave is available.
Coordination with FMLA
If the work injury meets the criteria for a serious health condition, the manager or Employee Health calls the Leave Center (5-FMLA) to designate the time off as Family and Medical leave (FML) on the fourth day of absence. The Leave Center will send an FML Inquiry Letter. The employee’s FML 12-week leave entitlement will run concurrently with the Workers’ Compensation absence. See Family and Medical Leave for more information.
No Coordination with RPL
Compensable injuries are not eligible for Reduced Paid Leave (RPL) benefits.