Leave Policies

Annual Leave Policy-Board Policy 420.1

Annual Leave Accrual

Eligible employees will receive monthly annual leave accruals as follows:

1. Eligible, exempt employees hired or moved into their position before January 1, 2025, shall accrue annual leave at the current rate of 15 hours per month.
2. Eligible, non-exempt employees on January 1, 2025, shall be credited with their eligible time of service and thereafter accrue annual leave as provided in the Accrual Schedule.
3. Eligible employees hired or moved into an eligible position on or after January 1, 2025, will accrue annual leave as provided in the Accrual Schedule found in this policy.

For all eligible employees, annual leave is accrued at the end of each month and is cumulative.

Accrual Schedule for Each Year of Eligible Employment

Years of Eligible Employment               Monthly Accrual

Through the first year                                        10 hours per month

Through the second and third years                    12 hours per month

Through the fourth and fifth years                      14 hours per month

Upon completion of the fifth year                       15 hours per month

Exceptions to General Rule

1.  Employees holding positions for which annual leave accrual is addressed in special appropriation language will accrue leave on the basis and at the rate provided in the special appropriation language.
2. Employees who are employed pursuant to employment contracts or appointment letters that exclude annual leave as a benefit are not eligible for annual leave. However, any such contract or appointment letter excluding annual leave must be either approved by the President or executed pursuant to a Chancellor-approved campus policy that specifically identifies the position categories that do not accrue leave.
3. Campuses, units and divisions may adopt, after review by the Office of General Counsel and approval by the President, campus annual leave accrual policies that differ from this policy for specialized categories of exempt employees or to recognize specialized skills and work experience of employees. Any such policy must specifically identify any position categories affected, the formula used to determine the alternative accrual policies, and how employees are affected.

In no instance shall the accrual rate, eligibility, annual carryover, or payout of annual leave exceed the maximums provided in this Policy.

Eligibility

Annual leave is granted to all eligible non-student employees on 12-month appointments of one-half time or more, with part-time employees earning leave in proportion to the time worked. An employee accrues annual leave only when in a paid status.

An employee whose period of employment is scheduled to be changed from a 12-month basis to a nine-month basis may take all accrued, unused vacation before the end of the 12-month period, or, within the carryover limits, may reserve accrued annual leave hours for payout upon termination of employment. Payment for any reserved accrued hours shall be based upon the lower of the salary on the date of the last hour accrued immediately prior to the change from a 12-month basis to a nine-month basis or the salary at the time of termination of employment. The employment period shall not be extended for the purpose of paying an employee for unused vacation, and neither shall lump-sum terminal payment be made unless an employee terminates employment with the University.

Yearly Carry Over for Annual Hours

Annual leave is cumulative; however, no employee may have more than 30 days on December 31 of each year. During the calendar year, accrued leave may exceed 30 days, but those days more than 30 (inclusive of holidays) will be lost if they are not used before December 31 of each year. An exception may be made when an end-of-year vacation is postponed for the convenience of the University. Any such exception must be approved by the President.

Annual leave may not be accumulated while an employee is on leave without pay.

Accrual rates will change on the first day of the month following eligibility for the next higher accrual rate.

Transfers

If an employee transfers to a university from another state agency or institution of higher education, without a break in service, the leave hours may be retained and transferred to the transferring campus/agency through the Workday System.  An employee will receive one year’s credit for each full year of employment worked in another state agency or institution of higher education.  The employee will not, however, receive credit for partial years.

Usage of Annual Hours

Annual leave must be earned before it can be authorized and is deducted from the employees’ accrued leave in increments of not less than one hour.  An employee may not earn annual leave when on leave without pay for ten (10) or more cumulative days within a calendar month or equivalent proportion if the appointment is less than 100% FTE.

Annual leave is granted based on workdays, not calendar days.  Non-workdays, such as holidays and weekends, are not charged as annual leave.

Use of annual leave accrued may be requested by an employee at any time. The appropriate supervisor will grant the request when it least interferes with the efficient operation of the department. Annual leave shall not be taken before it is accrued. An employee may request to use accrued annual leave at any time, but a request must be made in advance, if foreseeable, and must be approved by the supervisor.

All compensatory time must be used before the use of annual leave. Employees continue to earn annual leave at their normal accrual rate when on annual leave if the employee is not on LWOP or non-payment status.

Annual leave accrued during a calendar month is not considered to be earned by an active employee until the last working day of the month.

Payment of Annual Leave Hours

Upon termination, resignation, retirement, death or other action by which a person ceases to be an active employee of the University, the amount due the employee or his/her estate from accrued annual leave or holiday leave, not to exceed 30 (240 hours). No employee receiving compensation for vacation pay shall return to university employment until the number of days for which he/she received compensation has expired.

A twelve-month employee that is scheduled to change to a nine-month appointment must take all accrued, unused annual leave before the end of the twelve-month appointment period.  The employment period cannot be extended to compensate for unused annual leave within a change from a twelve-month to a nine-month appointment. A lump sum for payment cannot be issued for unused annual leave unless the employee is terminating from employment with the University.

Upon termination of employment, in which a person ceases to be an active employee of the University, the amount due to the employee or the employee’s estate from accrued annual leave and holiday leave, shall be included in the final pay to the employee or distributed to the employee’s estate upon verification as follows:

1. Newly-benefits eligible employees on and after January 1, 2025, shall receive terminal annual and holiday leave pay according to the payment structure below.
2. Existing benefits eligible employees as of December 31, 2024, shall continue in the current terminal annual and holiday leave payment structure through December 31, 2029, after which they will be paid according to the payment structure below.

Payment Structure

Payment of eligible accrued annual and holiday leave combined shall not exceed 30 working days and is subject to the maximum payment amounts set out below:

Years of Employment Maximum                                   Maximum Payment Amount

Through the first year of employment                 To 30 days not to exceed $7,500

Through the second year of employment            To 30 days not to exceed $12,500

Through the third year of employment                To 30 days not to exceed $17,500

Through the fourth year of employment              To 30 days not to exceed $25,500

Upon completion of the fifth year                       To 30 days not to exceed $35,500

The maximum payment amounts may be adjusted each January 1st as approved by the President. The maximum payment amounts shall be published on the University of Arkansas System’s benefit page and made available through the campus Human Resources offices.

No employee receiving such accrued leave compensation shall return to University employment until the number of days for which the employee received such compensation has expired.

A. Sick Leave- Board Policy 420.3

Definition.  Sick leave is a benefit available to university employees who are employed half-time or greater and on at least a nine-month appointment period.  Paid sick leave is not granted as vacation leave and can be used only when: (1) the employee is unable to perform the employee’s regular duties because of sickness or injury or (2) for treatment by or consultation with a licensed health care provider.

Sick leave may also be granted to employees due to the death or serious illness of a member of the employee’s immediate family. Immediate family shall mean the employee’s parent, sibling, spouse, child (including an adoptive child), grandparent, grandchild, in-law, or any individual acting as a parent or guardian of the employee. Serious illness for the purpose of this policy includes pregnancy- and maternity-related health conditions.

Requests for Sick Leave.  An employee shall be required to furnish to his or her supervisor a certificate from an attending health care provider for five or more consecutive days of sick leave and may be required to furnish a certification for purposes of the Family and Medical Leave Act (FMLA) for a serious health condition that continues for three or more consecutive days. An employee may also be required to provide a medical certification for other absences under a campus, division or unit attendance policy reviewed by the Office of General Counsel. A certificate from a Christian Science practitioner listed in the Christian Science Journal may be submitted in lieu of a physician’s certificate.

Employees must make timely notifications to supervisors in the event that unscheduled sick leave is required, and regarding return-to-work procedures. Requests for sick leave shall be submitted in advance, unless the circumstances make this impracticable. In that event, a request for sick leave must be submitted within two days after the employee returns to work.

Sick Leave Accrual.  An eligible, full-time (100%) employee accrues sick leave at the rate of eight hours for each complete month of service, up to a maximum annual carryover of 960 hours (120 days) on January 1 of each year.   Eligible employees working less than full time accrue sick leave in the same proportion to time worked.  Employees who are on leave without pay for 10 or more days do not accrue sick leave

Use of Accrued Sick Leave

General.  Sick leave is granted on a basis of work days and not calendar days. It is deducted from the employee’s accrued sick leave in increments of not less than one-fourth hour. Non-workdays such as weekends and holidays when the employee would not ordinarily work falling within a period of sick leave are not charged as sick leave.

Sick leave may be granted only for a period when the employee is in an appointed status.  For the purpose of this policy, academic employees who are in paid status during the summer term will be considered to be in appointed status.  For academic employees on less than a 12-month appointment, sick leave that begins during the Spring Semester shall not extend into the Summer Session and may resume in the Fall Semester if the employee is otherwise eligible for sick leave and has received a benefits eligible appointment for the Fall Semester.

Absence due to illness or disability, except in case of leave for pregnancy- or maternity-related health conditions, is charged first to sick leave, and next to any remaining available leave in the order dictated by payroll procedures.

Workers Compensation and FMLA. 

An employee who is absent from work due to a temporary occupational injury or illness and who is entitled to Worker’s Compensation Benefits may, upon proper application, utilize their accrued sick leave as a supplement to Worker’s Compensation so as to receive weekly benefits from both sources equal to but not in excess of their normal weekly pay at the time of the injury or onset of illness. This option, when exercised, will reduce the employee’s accrued sick leave on a basisa proportional to the sick leave pay being claimed. An employee receiving Worker’s Compensation benefits for a permanent disability is also eligible to utilize accrued sick leave. Sick leave shall run concurrently with leave taken under the Family and Medical Leave Act.

B. Military Leave – Board Policy 420.4

Twelve-month Employees. Twelve-month employees who are members of the National Guard or the Reserve Component of any of the branches of the Armed Forces of the United States, shall be granted a maximum of 15 days leave each calendar year for annual training requirements or other duties performed in an official duty status. Such leave shall be granted without loss of pay and in addition to regular leave time. Unused portions of military leave will be carried over into the succeeding calendar year with a maximum of 30 military leave days available in any one calendar year.

Nine-month Employees. Nine-month academic and administrative employees are encouraged to take any needed military leave during the three months they are not under appointment to the University.

Requests for Military Leave and Reemployment.  Each employee who requests military leave shall furnish a copy of his or her orders to the employee’s vice chancellor or other University official responsible for the employee’s department or academic unit. An employee who is recalled to active duty in the Armed Forces of the United States or who volunteers for military service that would exceed the employee’s accumulated leave shall be placed on extended military leave without pay. For an employee whose tour of military duty is more than 30 days but less than 181 days, the employee must apply for reemployment within 14 days of the effective date of his or her release from active duty. For an employee whose tour of duty exceeds 181 days, the employee must apply for reemployment within 90 days of the effective date of his or her release from active duty. Employees who comply with the terms of this policy and the Uniformed Service Members Employment and Reemployment Rights Act (USERRA) shall be reinstated to the position vacated or to an equivalent position at no loss of seniority or any of the other benefits and privileges associated with their employment. An employee who accumulates five years of military absence as defined by USERRA forfeits his/her reemployment rights.

Emergency Duty. Military personnel called to duty by the Governor or by the President of the United States in emergencies, as defined by A.C.A. § 21-4-212(c), shall be granted leave with pay not to exceed 30 working days after which leave without pay will be granted. This leave shall be granted in addition to regular time but not in addition to regular military leave. Additionally, employees whose tour of duty exceeds 30 days may be eligible for proportionate salary payments in accordance with A.C.A. § 21-5-1202.

C. Court and Jury Leave- Board Policy 420.5

Employees as Jurors.   Any employee serving as a juror shall be entitled to full University compensation in addition to any fees paid by the court for such services. Such absences shall not be counted as annual leave. Where service on a jury would substantially interfere with the execution of the University work schedule, the chief administrative officer of the campus may, after consulting with the University’s Office of General Counsel, petition the judge in writing to exempt an employee from such service. However, if an exemption is denied or if no response is received prior to the date jury duty is to begin, the individual must report for jury duty. An employee who is summoned to serve on jury duty shall not be subject to discharge from employment, loss of sick leave or vacation time, or any other form of penalty as a result of his or her absence from employment due to such jury duty, upon giving reasonable notice to his or her supervisor of the summons. Employees serving as jurors should return to work as soon as their services are no longer needed by the court.

Employees as Witnesses.   When an employee is subpoenaed as a witness it will be determined through the employee’s administrative chain, in consultation with the Office of the General Counsel, if the employees’ testimony is within the scope of their employment. Due to the nature of their employment, law enforcement employees may be treated differently. Employees who are called as witnesses for cases in which their testimony is in the scope of their employment are entitled to their salary with no charge to leave for their absence. Depositions or statements which involve the University may be taken during duty hours. Employees who are called as witnesses on matters outside of the scope of their employment shall take annual leave. Nine-month employees, if subpoenaed to testify on matters not related to the University or their scope of employment, will coordinate the scheduling of testimony with their administrative chain to ensure that the absence does not interfere with their University employment duties and is in keeping with applicable leave policies. Use of depositions is preferred for non-scope of employment testimony and should be handled during off-duty time or while the employee is in leave status.

Employees as Expert Witnesses.   An employee who intends to serve as an expert witness in a legal matter must comply with University conflict of interest policies, which require disclosure and review of all possible conflicts of interest and commitments. This includes the requirement to comply with all applicable outside employment rules, including Board of Trustees Policy 450.1. Outside employment, which requires prior approval of all outside employment by all full-time faculty and specified staff members. Employees who are retained by a party or by a court as expert witnesses and paid a fee in excess of the normal witness fee set by statute or court rule shall take annual leave for the time required for such testimony. Employees who do not accrue leave should coordinate their absence with their administrative chain to ensure no disruption of their University employment duties.

D. Bereavement Leave

Employees may use sick leave when absent from work because of the death of a member of the employee’s immediate family. Immediate family includes mother, father, sister, brother, husband, wife, child, grandchild, grandparents, in-laws, or any individual who acted as the employee’s parent or guardian during childhood. If the employee wishes to attend the funeral of anyone outside the employee’s immediate family, the employee must submit a request, as far in advance as possible, to the employee’s supervisor. Absences will be charged to compensatory time first (if applicable), then annual leave.

E. Educational Leave- Board Policy 420.7

A regularly appointed employee may be granted educational leave by the President of the University on the following basis:

1. The employee will continue in the service of the University for a period of time as statutorily required or in the absence of a specific law, at least twice the length of his or her course of training. Any employee who does not fulfill these obligations shall be required to pay to the University the total cost or a proportionate share of the cost of the out-service training and compensation paid during the training period.
2. A written contract setting forth all terms of the agreement shall be signed by the employee and the President or Chancellor. The employee shall retain all rights in the position held at the time when the leave was granted or in one of comparable security and pay. The amount of salary paid during the training period will be agreed upon by the employee and the President or Chancellor but may not in any case exceed the regular salary paid the employee. Payments for tuition, fees, books, and transportation may be made only if such sums have been specifically appropriated by the General Assembly for such purposes. (Board Policy 420.7)

F. Family Medical Leave Act- UASP (425.1 and 425.2)

In accordance with the Family and Medical Leave Act (FMLA) of 1993, the University provides eligible employees up to 12 work weeks or 480 hours of unpaid job protected leave, continuation of group health benefits (but the employee must continue to pay the employee’s share of health benefit premium), and reinstatement to the same or equivalent job upon return from leave, unless identified as a highly compensated key employee.

Leave Entitlement

An eligible employee may take up to 12 work weeks of FMLA within a 12-month period measured forward from the first date an employee takes FMLA leave. The next 12- month period begins the first time the employee takes FMLA leave after the completion of the prior 12-month period. Leave granted under the FMLA will be counted against the annual 12 work weeks or 480-hour entitlement.

Eligible employees may take up to 26 work weeks of leave during a single 12-month period to care for a covered service member with a serious service-related injury or illness when the employee is the spouse, son, daughter, parent, or next of kin of the service member.

Under some circumstances, employees may take FMLA leave on an intermittent or reduced schedule basis. That means an employee may take leave in separate blocks of time or by reducing the time he or she works each day or week for a single qualifying reason. When leave is needed for planned medical treatment, the employee must make a reasonable effort to schedule treatment so as not to unduly disrupt the University’s operations.

If FMLA leave is for the birth, adoption, or foster placement of a child, use of intermittent or reduced schedule leave requires the supervisor’s approval.

Eligibility Requirements

An eligible employee is one who has at least 12 months of employment with a campus of the University within the last 7 years. The 12 months of employment do not have to be consecutive. In addition, the employee must have worked at least 1,250 hours during the 12-month period immediately preceding the beginning of the leave, and experienced an FMLA-qualifying event. FMLA Qualifying Events Eligible employees may take FMLA for one or more of the following qualifying events:

• The birth of a child and to bond with or care for the newborn child within one year of birth;
• The placement with the employee of a child for adoption or foster care, and to bond with or care for the newly-placed child within one year of placement;
• To care for the employee’s spouse, child, or parent who has a serious health condition, including incapacity due to pregnancy and for prenatal medical care;
• For a serious health condition in which the employee is unable to perform the essential functions of his or her job, including incapacity due to pregnancy and for prenatal medical care; or 30
• For any qualifying exigency arising out of the fact that a spouse, child, or parent is a military member on covered active duty or call to covered active duty status.

An employee’s spouse, child, or biological parent are immediate family members for the purposes of FMLA.

The FMLA defines a “son or daughter” as a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis. The in loco parentis relationship exists when an individual intends to take on the role of a parent to a child who is under 18, or 18 years of age or older and incapable of self-care because of a mental or physical disability. Supporting documentation may be required as proof of the parent/child relationship. For questions regarding qualifying relationships, contact the Department of Human Resources.

Notification Requirements

An employee must provide at least 30 days’ advance notice to the immediate supervisor or the Department of Human Resources before FMLA leave is to begin if the need for leave is foreseeable. If a 30-day notice is not practicable, notice must be given as soon as possible. Additionally, when scheduling medical treatments or related activities, the employee should work with the immediate supervisor to attempt to schedule times that will fit the employee’s needs and least interrupt operations of the department.

Departmental Expectations

When an employee has been away from work more than three consecutive working days, a supervisor or departmental leave administrator should contact the Department of Human Resources on the employee’s behalf to start the FMLA process.

Requesting FMLA Leave

An employee should request FMLA by completing the Family and Medical Leave Request Form and submitting the signed form to the Department of Human Resources.

Medical Certification

Eligible employees must provide a completed Certification of Health Care Provider Form and submit it to the Department of Human Resources within 15 calendar days. Failure to provide the certification may result in denial of FMLA until the completed certification is received. The University may request re-certification for continual FMLA usage.

In cases in which the University designates leave as FMLA, the employee will receive written notification of that decision. 

Concurrent Leave

The FMLA does not mandate payment for leave. However, UA Little Rock requires employees to use any available accrued leave, which will run concurrently with FMLA. 31 The accrued leave is used for as much of the twelve (12) week period as it will cover before an employee moves into an unpaid leave status. In cases of maternity leave, the employee may elect to use unpaid leave without exhausting accrued paid leave. All applicable accumulated paid leave must be exhausted before Leave without Pay (LWOP) will be granted except for maternity leave requests. Leave is used in the following order:

• earned sick leave
• earned vacation leave
• earned compensatory leave
• leave without pay

Employee Benefits

The University will continue health benefits for an employee on FMLA designated leave, but the employee must continue to pay the employee’s share of the health benefit premium. An employee on unpaid FMLA leave must make arrangements to pay the employee ‘s share of the premium.

If the employee does not continue to pay the employee portion of the premium, the insurance may be canceled. If an employee goes into an unpaid status, the employee will be expected to pay the employee’s portion of benefits to keep the benefits active.

The Department of Human Resources will remit a billing invoice for benefit payments. These payments will be made to the UA Little Rock’s Bursar’s Office. The University’s obligation to maintain health benefits under the FMLA ceases when an employee informs the employer of the employee’s intent not to return from leave, the employee fails to return from leave, or the employee exhausts FMLA entitlement.

The University will recover any premium payment missed by the employee and may recover the University’s share of premiums if the employee fails to return to work or if leave expires, except in certain stipulated circumstances.

An employee may choose not to retain insurance coverage during FMLA. However, upon returning to work, the employee is entitled to reinstatement on the same terms as prior to taking the leave.

Employees who have questions regarding their benefits while on leave should contact an HR Benefits representative.

Job Restoration

When an employee returns from leave, the FMLA requires an employer to restore the employee to the same or equivalent job. The job must have the same pay, benefits, and working conditions, unless the employee is identified as a key employee.

Returning to Work

If FMLA is granted for the employee’s own serious health condition, the employee must provide a statement from the healthcare provider stating that the employee is able to return to work. The medical release must be submitted to the Department of Human Resources on or before the return-to-work date. Any work restrictions must be identified on the statement and approved prior to returning to work. The work restrictions or modified duty may not be available in all departments. An employee may be dismissed if the employee fails to report to work promptly at the expiration of the approved FMLA period. If the employee is unable to return to work, the employee must contact the Department of Human Resources and the department supervisor prior to the end of the approved leave or the day the employee is scheduled to return to work to discuss leave options. If an accommodation is needed, the employee is encouraged to follow the University’s Americans with Disabilities Act (ADA) procedures.

Retaliation

FMLA protects employees from interference and retaliation for exercising or attempting to exercise their FMLA rights.

Leave Abuse

Any employee who knowingly and/or purposefully provides false information in an attempt to gain approval of FMLA may be subject to disciplinary action, up to and including termination.

Any employee who knowingly abuses the use of approved FMLA leave for the purpose of monetary gain, recreational pleasures, or any such actions that are deemed contrary to the basic intent of the Family and Medical Leave Act (FMLA) may be subject to disciplinary action, up to and including termination.

Working While on FMLA

Employees approved for FMLA are expected to be unable to perform their job duties while on leave. If an employee performs work during continuous FMLA or outside of the agreed upon intermittent period, the employee may be subject to disciplinary action, up to and including termination. If an employee works for another employer during the approved leave period, the employee may be subject to disciplinary action, up to and including termination.

Employees forfeit the benefits of FMLA by resignation or termination of employment with the University.

G. Off-Campus Duty Assignment- UASP (435.4)

The Chancellor of the University is authorized to assign staff members to duties at locations other than the campus when the relocation is to the benefit of the University.

If you are a faculty member or a non-classified administrator who has completed six years of continuous full-time employment with the University or six years of continuous full-time service since a previous Off-Campus Duty Assignment, you may apply for an Off-Campus Duty Assignment. The application must be prepared in accordance with campus regulations available from the Vice Chancellor for Academic Affairs and must describe the project which you wish to undertake, where it is to be done, and the anticipated value to you and to the University. To be approved, the proposed assignment must be consonant with the needs, objectives, and mission of the campus.

The Off-Campus Duty Assignment is a privilege, not a right. A limited number may be approved by the Board of Trustees each year upon the recommendation of the Chancellor and the University of Arkansas System President. Assignments should not exceed one semester (or six months for employees on twelve[1]month appointments) at full salary, or two semesters (or one year for those on twelve- month appointments) at half salary. Within sixty days after returning from an Off-Campus Duty Assignment, you must submit a written report of your activities and accomplishments during the Off-Campus Duty Assignment. In accepting the Off-Campus Duty Assignment, you agree to return to the University for at least one year following the end of the assignment.

H. Children Educational Activities Leave

All full-time employees shall be entitled to eight (8) total hours of leave (regardless of the number of children) each calendar year for the purpose of engaging in and traveling to or from the educational activities of a child. An educational activity is a school-sponsored activity. For purposes of this policy, child generally means a person enrolled in an educational program for prekindergarten through grade twelve (pre K-12) who is of the following relation to the employee: natural child; adopted child; stepchild; foster child; grandchild; ward; or any other legal capacity in which the employee is acting as the parent for the child. Child also includes a person over the age of eighteen (18) who meets the foregoing criteria and has a developmental disability as defined by Arkansas law, or who has declared legally incompetent.

Unused leave may not be carried over to the next year and is not payable to the employee at the time of termination. 

I. Leave without Pay-Board Policy (420.6)

Approval of the President and Duration

The President’s approval, upon the recommendation of the chancellor or chief executive officer is required for any employee’s request for a leave of absence without pay, unless such leave is requested in accordance with the provision for military leave, the Family and Medical Leave Act, or the Americans with Disabilities Act, in which case the request may be approved by the chancellor, chief executive officer, or a designee.

Leave of absence without pay shall not exceed six months, provided that the President may under special circumstances approve leave without pay for an additional six months.

Limitations

Leave without pay is not to be granted, except in the case of a maternity-related health condition (See Section IV. B. of Board Policy 420.3), until all of the employee’s accumulated annual leave has been exhausted, and any employee on a leave of absence without pay does not accumulate annual leave, participate in the group insurance programs to which the University makes a contribution, or receive pay for any legal holidays. An employee may continue participating with the insurance programs provided arrangements are made in advance with the campus human resources office to assume full payment of the premium costs.

Disciplinary Actions

The chief executive office of a campus, division or unit may place an employee in a leave without-pay status for disciplinary reasons consistent with other Board and UA System Policies and Procedures and in accordance with the written employment policies of the unit involved. In this instance, the individual is not required to exhaust annual leave and sick leave before being placed in leave-without-pay status.