VII. Time Away From Work

Earned Time
Earned Time is an alternative approach to the traditional manner of covering absences for vacation, sick leave, interim disability, maternity leave, and short term military leave by combining all these plans into one program. It provides the for the pay off at termination or retirement of all unused hours. Earned Time is available as soon as it is “earned.” The exact amount of Earned Time accrued each year will depend on the years of service to the University System of New Hampshire. For further information, please see Earned Time Policy USY V.A.4.9 and Sick Leave Pool Policy USY V.A.4.9.5.

Holidays
Each campus observes 11 holidays per year. For a listing of the holidays for your campus, contact your campus Human Resources Office. If you wish to observe a holiday that is not part of your campus’ official holiday schedule, you may use accrued Earned Time for that holiday by coordinating this time off in advance with your supervisor.

Campus Curtailed Operations
Curtailed operations may include early dismissal, curtailed working hours, or canceled work hours for non-essential personnel. For your campus curtailed operations procedures, please contact your campus Human Resources Office.

Family and Medical Leave
USNH complies with the provisions of the Family and Medical Leave Act of 1993 (FMLA), which enables eligible staff members to take up to 12 weeks of leave each year for family or medical reasons (i.e. birth, adoption, or foster care placement of a child, serious health condition of self or spouse, child, or parent). In addition, a staff member may take up to 26 weeks to care for a family member ill or injured as a result of service in the military or 12 weeks for a "qualifying exigency" resulting from a family member’s active duty or call to active military service. Pay continuation during FMLA depends on your accrual of Earned Time and applicable policies. For more information about FMLA leave, including military-related FMLA leave, please see Family and Medical Leave Act (FMLA) Policy USY V.C.19 or contact your campus Human Resources Office.

Jury Duty and Witness Leave
You will be granted Jury Duty Leave to allow you to fulfill your civic responsibility when summoned for jury duty or subpoenaed as a witness. You must notify your supervisor when you learn that you will need such a leave, so arrangements can be made for your absence. The University System will pay the difference between your regular pay and jury duty or subpoenaed witness pay (not including expenses). Under this arrangement you can receive full pay for the duration of the leave by remitting the compensation received from the Court (not including expenses), to the office designated by your campus. A staff member suffers no loss of leave or other benefits during the leave of absence period for jury duty. The leave of absence will be granted only for the period required for jury duty. For more information, please see Jury Duty and Witness Leave Policy USY V.C.20.

Military Leave
USNH’s policy for a leave of absence for military duty complies with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). Both temporary and long-term military leaves will be granted. For more information about military leaves, contact your campus Human Resources Office.

Other Leaves of Absence
You are eligible to apply for an unpaid temporary full or partial leave of absence for personal reasons after you have completed at least one year of employment with USNH. Each leave request will be reviewed on a case-by-case basis. In most situations, a full leave will not be granted for more than a six-month period. If you do not return to work from a leave of absence when scheduled, you will be considered to have voluntarily resigned. For more information about leaves of absence, contact your campus Human Resources Office.

This page last updated Thursday, April 13, 2017. For information on the adoption and effective dates of policies please see explanation on the OLPM Main Menu.