Leave Advancement Policy
(Effective October 18, 2009)
To prevent the spread of the H1N1 virus, employees should stay away from the workplace until they are fever free for a period of 24 hours without the use of fever-reducing medications. Some employees may be compelled to come to work in spite of being ill because they do not have sufficient leave to remain away from work and they would have to use leave without pay for the absence. Governor Parkinson recently issued Executive Order 09-08, adopting a Leave Advancement policy to address this issue.
Effective October 18, 2009, this new policy allows Pittsburg State University to provide advancement of paid leave to classified and unclassified employees in benefits-eligible positions who have exhausted their own accrued leave in order to remain in pay status while staying away from the workplace due to flu-like symptoms or other circumstances where the granting of leave would be in the best interests of the State of Kansas.
Implementation Guidelines (adopted from DPS Bulletin 09-05):
- The employee must have exhausted all leave (vacation, sick, compensatory time, holiday compensatory time and discretionary day) and is not currently receiving shared leave.
- The employee must not have a history of leave abuse.
- The requesting employee must complete, sign and submit the "Advanced Leave Agreement" to his or her supervisor. This form is now available on the HR Forms website.
- The amount of advanced leave cannot exceed the amount of hours the employee is regularly scheduled to work in a pay period. For a full-time employee on a normal schedule, this is a maximum of 80 hours.
- The Advanced Leave should be recorded on timesheets and in Time & Leave by using the following earnings codes:
AVD Leave Advancement Non-Exempt AVE Leave Advancement Exempt
- The future earned sick and vacation leave accruals will be adjusted for the amount of the Advanced Leave. The discretionary day will also be used if available.
- If the employee separates from PSU before the number of advanced leave hours are deducted from the employee's available leave accruals, the remaining balance of hours will be multiplied by the current regular rate of pay and deducted from the employee's final paycheck.