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Human Resources Department
Florida Gulf Coast University
Modular 2
10501 FGCU Blvd. South
Fort Myers, FL 33965-6565

Tele: (239) 590-1400
Fax: (239) 590-1011
Email: hresources@fgcu.edu

If you have a hearing or speech impairment, call Florida Gulf Coast University using the Florida Relay at 711.

Policies and Procedures

 
 

LEAVE


ANNUAL LEAVE

The University will administer a uniform procedure for accruing and reporting annual leave. The Payroll Department shall maintain accurate records of leave earned and taken on a current basis.

Annual leave earned during any pay period shall be credited to the employee on the last day of that pay period. During leaves of absence with pay, an employee shall continue to earn annual leave credits, except when an employee is granted educational leave with pay.

Annual leave shall not be used unless authorized by the immediate supervisor.

Annual leave for full-time employees shall be as follows. An academic year employee (9 months), an employee appointed for less than 9 months and OPS employees shall not accrue annual leave. Hours of accrual for Support Personnel employees is based on years of creditable service and such service shall be awarded as one month of service credit for each calendar year that the employee is on the payroll of a University or other State agency or during authorized unpaid leave.

 

Hours Accrued During Pay Period
Bi-Weekly

Year End Maximums Maximum Transferable Maximum Payment

Faculty

A&P

Exec. Service

6.7

6.7

9.2

352

352

480

352

352

480

352

352

480

Support Personnel (Months of Service)

0 - 6

7 - 60

61 - 120

Over 120

4

4

5

6

240

240

240

240

240

240

240

240

0

240

240

240

Part-time employees shall earn annual leave in proportion to the hours worked during the pay period. An employee who uses annual leave in an amount which is less than a full hour shall be charged with such leave to the closest quarter hour.

An employee may accrue annual leave in excess of the year end maximum during a calendar year. Employees with accrued annual leave in excess of the year end maximum as of December 31, shall have any excess converted to accrued sick leave on an hour-for-hour basis on January 1 of each year.

The use of annual leave shall not cause an employee to exceed 40 hours during the workweek.

While on annual leave or other leave with pay, an employee may not be employed elsewhere unless the requirements for outside activity and if appropriate, extra State compensation have been met.

Upon transfer from an annual leave-accruing position to a non-leave-accruing salaried position, the employee shall be paid for unused annual leave, unless the employee elects to retain all unused annual leave, for up to two years.

Upon separation, an employee shall be paid for up to the year end maximum of unused annual leave. Upon re-employment by FGCU within 100 days or upon recall by the University within one year, all unpaid annual leave shall be restored and any annual leave paid at time of separation shall be restored upon repayment.

DOMESTIC VIOLENCE LEAVE

Florida law requires the University to allow employees to take three (3) working days of leave, either consecutively or intermittently, within a 12-month period if the employee or a family or household member is the victim of domestic violence and if the leave is sought for specific reasons related to the domestic violence. This policy covers Faculty, A&P, Support Personnel and OPS employees who have been employed for at least three (3) months.

Leave Requirements:

The University must provide leave to an employee who is the victim of domestic violence in order to:

  • Seek an injunction for protection;
  • Obtain medical care or mental health counseling for the employee or a family or household member;
  • Obtain services from a victim-services organization;
  • Make the employee’s home secure or seek new housing; and/or
  • Seek legal assistance to address issues and to attend and prepare for court-related proceedings arising from domestic violence.

Except in cases of imminent danger, the employee is required to provide advance notice to the Human Resources Department and may be required to provide Human Resources sufficient documentation of the domestic violence. The employee is required to use any available accrued leave. In the event the employee does not have sufficient leave, or does not accrue leave, to cover the domestic violence leave period, the leave will be unpaid.

For purposes of this policy, working day is defined as the employee’s regularly approved work shift which could be more than eight (8) hours.

In the event the employee needs to be absent from work more than the three (3) days as provided by this policy, he/she should refer to other University leave policies and procedures as appropriate.

The University is required to keep all information relating to the leave confidential. The request for leave, supporting documentation submitted by the employee, and any timesheet or leave request form reflecting the request for leave are exempt from state public records disclosure requirements until one year after the leave is taken. This documentation is to be maintained in the Human Resources Department filed separate from the employee’s official personnel file.

Under no circumstances can the University and/or supervisor take any disciplinary action against the employee related to the use of the domestic violence leave.

Specific Authority 741.313, F.S. History - New 7/1/07

FAMILY AND MEDICAL LEAVE (FMLA)

For further information regarding the FMLA policy, please click here.