Revised: 01/01/2000, 04/01/2018
Applicability: Academic Professionals, Administrators, Classified Staff, Faculty, and Service Professionals
An employee may be granted an administrative leave with pay, upon prior request, due to civic duty, bereavement and enforced court attendance. Administrative leave may also be used in situations where the university deems it appropriate to remove the employee from the workplace for reasons such as to investigate alleged misconduct or in other situations approved by the president of the university.
An employee registered and entitled to vote at a primary or general election held within the state may, on the day of election, be absent for the purpose of voting if there are fewer than three consecutive hours between the opening of the polls and the beginning of the employee's regular work shift or between the end of the employee's regular work shift and the closing of the polls. In such event, the employee may be absent for such length of time at the beginning or end of the work shift which, when added to the time difference between work shift hours and opening or closing of the polls, will provide a total of three consecutive hours. The employee will not, because of such absence, be penalized or receive deduction from salary or wages. Application must be made for such absence prior to the day of election, and the supervisor will specify the hours that the employee may be absent.
An employee called upon for service as a jury member or as a material witness, unless related to the employee's business or personal matters, must be granted leave sufficient to provide the subject service. Any employee who receives a fee as a juror in accordance with A.R.S. 12-303 shall either remit such fee to the institution or have an equal amount deducted from his/her pay. Reimbursements for travel expenses may be retained by the employee.
University employees are not granted time off with pay for election duty.
When an employee is placed on administrative leave for the purpose of investigation, the leave should not exceed thirty calendar days. This action is not punitive, carries no implied guilt or innocence, and there is no impact on pay or benefits. Refer to 5.20 Disciplinary Action.
An employee may be granted temporary emergency leave if he/she is excused from work by the president of the university or the president's designee due to a natural disaster or other reasons which may restrict or jeopardize the employee's safety.
A regular employee is eligible for up to three consecutive paid working days bereavement leave upon the death of a parent, parent-in-law, brother, sister, spouse, child, grandparent, grandchild, brother-in law, sister-in-law, son-in-law, daughter-in law, or any other person who is a permanent member of the employee's established household. A parent is defined as a natural parent, stepparent, adoptive parent, or surrogate parent (a person who raised the employee as his/her child). A child is defined as a natural child, adoptive child, foster child, or stepchild.
Two additional paid working days may be granted to attend or arrange funeral services out of state.
An employee must be on active pay status in order to receive paid bereavement leave.
An employee is eligible to take up to three consecutive sick days upon the death of other family members who are not covered by the above paragraph. Two additional sick days may be granted to attend or arrange the funeral services out of state.
Supervisors may authorize the use of additional sick time for employees who are unable to work due to grief incurred by death of a family member.