Leave

As of July 2024, employees can no longer donate leave hours. While the Leave Sharing Program remains available for those who wish to apply, the option to donate hours has been discontinued. Thank you for understanding!

Leave Updates

November 2024

Chancellor Justin Schwartz announced the three administrative leave dates at the end of December that will bridge a one-week winter break for many ϳԹ employees.

August 2024

July 2024

February 2024

APS 5062-Leave (Section 10: Military Leave) The revisions incorporate changes from House Bill 23-1045 to the military leave section by allowing up to twenty-one calendar days of paid leave per fiscal year.

January 2024

  • FAMLI is LIVE (1/4/24). Employees shall submit a leave application to Employee Services to utilize FAMLI, FMLA, and Parental Leave through the employee portal..

Who to Contact:

Contact Employee Relations

Leave Questions:

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FAMLI

FAMLI Information

As of January 2024 FAMLI is live.Employees shall submit a leave application to Employee Services to utilize FAMLI, FMLA, and Parental Leave through the employee portal. Visit the .

As review the following sites and documents for more information:

​

Leave Overview by Employee Group

Leave Policy

The State of Colorado, Department of Personnel's.

Administrative Leave

Must be granted in certain situations per state personnel board rules and may be granted at the discretion of the appointing authority in other situations. Please refer to for classified employees.

Bereavement Leave

Up to 40 hours (prorated for part-time work or unpaid leave in the month) of paid leave for the death of a family member or other person at the discretion of the appointing authority.

Holiday Leave

Permanent, full-time employees are provided with eight (8) hours of paid holiday leave (prorated for part-time employees) to observe 10 designated holidays per the University calendar.

Jury Leave

Provides permanent (non-temporary) employees with paid leave for the term of the jury duty. Temporary employees receive paid leave for a maximum of three days.

Military Leave

Provides up to 120 hours in a fiscal year to permanent employees. Unpaid leave is granted in accordance with USERRA after the exhaustion of the 120 hours. Employees may request use of annual leave before unpaid leave.

On-the-Job Injury (OJI) Leave

Provides up to 90 occurrences of paid leave for an employee who suffers an injury or illness compensable under the Workers’ Compensation Act.

Parental Academic Leave

Departments may provide up to 18 hours (prorated for part-time) in an academic year for parents or legal guardians to participate in academic-related activities. Paid vs. unpaid leave is at the discretion of the department.

Unpaid Leave/ Leave Without Pay

May be approved at the discretion of the appointing authority unless otherwise prohibited. Probationary and trial service periods are extended by the number of days on unpaid leave.

Victim Protection Leave

Refer to the Paid Family Medical Leave section (see “safe leave”).

Short Term Disability Leave

Provides up to six months of unpaid, job-protected leave, while STD benefit payments are being made. Job protection is only applicable for employees with one (1) year of service. For questions regarding how to submit and/or complete an application, or if you have questions about disability benefits, please contact Employee Services at 303-860-4200.

Annual/ Vacation Leave

Annual Leave is intended to be used for an employee’s personal needs and use is subject to the approval of the appointing authority. The appointing authority may establish periods when annual leave will not be allowed, or must be taken, based on business necessity. These periods cannot create a situation where the employee does not have a reasonable opportunity to use requested leave that will be subject to forfeiture. If the department cancels approved leave that results in forfeiture, the forfeited hours must be paid before the end of the fiscal year. Leave accrual rates are based on length of service.

Sick Leave

Sick leave was updated August 2023. Theact allows an employee to use accrued paid sick leave when the employee needs to:

  • Care for a family member whose school or place of care has been closed due to inclement weather, loss of power, loss of heating, loss of water, or any other unexpected occurrence or event that results in the closure of the family member's school or place of care;
  • Grieve, attend funeral services or a memorial, or deal with financial and legal matters that arise after the death of a family member;
  • Evacuate the employee's place of residence due to inclement weather, loss of power, loss of heating, loss of water, or any other unexpected occurrence or event that results in the need to evacuate the employee's residence.
  • Accrued sick leave may be used for the health needs of the employee, the employee’s family member, or a person whose association with the employee is similar to a family member.
  • Please see .

Family Medical Leave Act (FMLA)

  • Provides eligible employees with up to 12 weeks of FMLA-protected during a rolling 12 month period, measured backward from the date they use FMLA leave for the following reasons: (1) the birth and care of a newborn child*; (2) the placement and care of a child from adoption or foster care; (3) to care for a spouse, civil union partner or domestic partner, child, or parent a serious health condition; (4) an employee’s own serious health condition; (5) active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation, or (6) up to 26 weeks (1,040 hours) in a single 12-month period for military caregiver leave for a service member who is seriously ill or injured in the line of duty while on active duty.
  • For an employee who has pregnancy status and is not eligible for FMLA or Parental Leave, the employee may still be entitled to FAMLI Leave

Paid Family Medical Leave

Effective January 1, 2021, state classified employees who meet FMLA eligibility requirements are also eligible for Paid Family Medical Leave (PFML). Full-time employees are eligible to receive up to 160 hours of paid leave per rolling 12-month period which will run concurrently with the 12 weeks of FMLA-protected leave and one week of State Medical Leave (prorated for the employee’s percent of time). This form of leave can be used for any FMLA qualifying event.

PFML may also be used when an employee is a victim of domestic abuse, stalking, sexual assault, or any other crime related to domestic violence and needs to seek medical attention, mental health care or other counseling, or victim services including legal services or relocation.

Parental Leave

In addition to FMLA-protected leave and FAMLI leave, classified staff are entitled to take up to six months of Parental Leave, per Regent Administrative Policy Statement 5062, within 12 months of the birth, adoption, foster care placement or guardianship of a child. Parental Leave runs concurrently with FMLA-protected leave and FAMLI leave. The university paid parental leave program grants classified staff 80 hours of paid family medical leave, prorated for percent of time. Employees are eligible for an additional 160 hours of paid parental leave, prorated for percent of time, as outlined above. FMLA-protected leave runs concurrently with Parental Leave, and FAMLI is utilized after the first 160 hours (prorated for percent of time) of paid parental leave are exhausted.

Parental Leave Eligibility:

  • Regular 12-month faculty members, university staff and classified staff are eligible for parental leave as of their first day of employment. This is a recent change as of October 1, 2022. Any newly eligible employees who would have qualified between January1, 2022 and September 30, 2022 for parental leave under this new change are encouraged to reach out to FMLA@colorado.edu to explore their options.

FAMLI Leave

Provides eligible employees with up to 12 weeks of partially paid leave during a rolling 12 month period, measured backward from the date they use FAMLI leave for the following reasons:

  1. The birth and care of a newborn child*
  2. The placement and care of a child from adoption or foster care
  3. To care for a spouse, civil union partner or domestic partner, child, or parent a serious health condition
  4. An employee’s own serious health condition
  5. Active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation
  6. Obtaining safe housing, care, and/or legal assistance in response to intimate partner violence, stalking, sexual assault, or sexual abuse

Volunteer Leave

Departments may adopt and communicate a policy regarding the allowance of administrative leave for volunteering in community or school activities. The policy should state the amount of leave available, employee eligibility, and process for requesting and approving leave.

Leave Policy

Administrative Leave

Is authorized according to .Such leave may be granted at the discretion of the supervisor and cannot exceed 10 working days over a 12-month period. Extended paid administrative leave may be granted as a result of disciplinary action or investigative purposes.​

Bereavement Leave

Up to five working days of paid leave for the death of a family member or other person to arrange for and attend the funeral and other affairs.​

Holiday Leave

Permanent, full-time employees are provided with eight (8) hours of paid holiday leave (prorated for part-time employees) to observe 10 designated holidays per the University calendar.

Jury Leave

Provides paid leave for the full period of jury duty or when appearing as a witness under subpoena or direction of the proper authority. Temporary employees receive paid leave for a maximum of three days.

Military Leave

Provides paid leave for up to 21calendar days to attend training and/or active duty service ordered. This leave is not charged to vacation leave. If military service continues beyond 21calendar days, the employee will be placed on military leave without pay for any remaining period of required service. Employees on military leave continue to accrue sick and vacation leave.

On-the-Job Injury (OJI) Leave

Provides up to 90 occurrences of paid leave for an employee who suffers an injury or illness compensable under the Workers’ Compensation Act.

Parental Academic Leave

May be granted in accordance with the Administrative Leave policy statement contained in .

Unpaid Leave/ Leave Without Pay

May be granted at the department’s discretion for a period not to exceed 12 months. All vacation leave must be exhausted first, except when authorized by the supervisor.​

Victim Protection Leave

Provides employees who are victims of stalking, sexual assault, domestic abuse or violence and have exhausted sick and annual leave with up to three working days of unpaid leave in any 12 month period.

Short Term Disability Leave

When approved for a claim after the mandatory 29-day waiting period, Short Term Disability for university staff does not provide job protection beyond what is provided through FMLA. For questions regarding how to submit and or complete an application, or if you have questions regarding eligibility, contact Employee Services at 303-860-4200.

Annual/ Vacation Leave

Vacation Leave provides full-time university staff and 12-month faculty with twenty-two (22) working days of paid vacation annually (14.67 hoursper month), prorated for part-time employees. Vacation use is subject to supervisor approval. The maximum number of days an employee may accrue is 44, except as indicated in Regent Policy.

Sick Leave

Sick leave was updated August 2023.Theact allows an employee to use accrued paid sick leave when the employee needs to:

  • Care for a family member whose school or place of care has been closed due to inclement weather, loss of power, loss of heating, loss of water, or any other unexpected occurrence or event that results in the closure of the family member's school or place of care;
  • Grieve, attend funeral services or a memorial, or deal with financial and legal matters that arise after the death of a family member;
  • Evacuate the employee's place of residence due to inclement weather, loss of power, loss of heating, loss of water, or any other unexpected occurrence or event that results in the need to evacuate the employee's residence.
  • Accrued sick leave may be used for the health needs of the employee, the employee’s family member, or a person whose association with the employee is similar to a family member.
  • Please see

Family Medical Leave Act (FMLA)

  • Provides eligible employees with up to 12 weeks of FMLA-protected during a rolling 12 month period, measured backward from the date they use FMLA leave for the following reasons: (1) the birth and care of a newborn child*; (2) the placement and care of a child from adoption or foster care; (3) to care for a spouse, civil union partner or domestic partner, child, or parent a serious health condition; (4) an employee’s own serious health condition; (5) active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation, or (6) up to 26 weeks (1,040 hours) in a single 12-month period for military caregiver leave for a service member who is seriously ill or injured in the line of duty while on active duty.
  • For an employee who has pregnancy status and is not eligible for FMLA or Parental Leave, the employee may still be entitled to FAMLI Leave

Parental Leave

  • In addition to FMLA-protected leave and FAMLI leave, employees are entitled to take up to six months of Parental Leave, per Regent Administrative Policy Statement 5062, within 12 months of the birth, adoption, foster care placement or guardianship of a child. Parental Leave runs concurrently with FMLA-protected leave and FAMLI leave. The university paid parental leave program grants employees 240 hours (6 weeks) of paid parental leave, prorated for percent of time.

Parental Leave Eligibility:

  • Regular 12-month faculty members, university staff and classified staff are eligible for parental leave as of their first day of employment. This is a recent change as of October 1, 2022. Any newly eligible employees who would have qualified between January1, 2022 and September 30, 2022 for parental leave under this new change are encouraged to reach out to FMLA@colorado.edu to explore their options.

FAMLI Leave

  • Provides eligible employees with up to 12 weeks of partially paid leave during a rolling 12 month period, measured backward from the date they use FAMLI leave for the following reasons: (1) the birth and care of a newborn child*; (2) the placement and care of a child from adoption or foster care; (3) to care for a spouse, civil union partner or domestic partner, child, or parent a serious health condition; (4) an employee’s own serious health condition; (5) active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation, or (6) obtaining safe housing, care, and/or legal assistance in response to intimate partner violence, stalking, sexual assault, or sexual abuse

Volunteer Leave

Administrative leave for volunteering in community or school activities may be authorized according to APS 5062. Such leave may be granted at the discretion of the supervisor and cannot exceed 10 working days over a 12-month period.

Sick Leave

Temporary Employees, Nine-Month Faculty, All Other Faculty on Contracts and All Other Employees Paid Hourly may be eligible for sick leave. Viewsick leaveeligibility.

FAMLI Leave


Provides eligible employees with up to 12 weeks of partially paid leave during a rolling 12 month period, measured backward from the date they use FAMLI leave for the following reasons:

  1. The birth and care of a newborn child
  2. The placement and care of a child from adoption or foster care
  3. To care for a spouse, civil union partner or domestic partner, child, or parent a serious health condition
  4. An employee’s own serious health condition
  5. Active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation
  6. Obtaining safe housing, care, and/or legal assistance in response to intimate partner violence, stalking, sexual assault, or sexual abuse

Comprehensive Leave Information

Administrative leave is an administratively authorized absence from duty without loss of pay or charge to leave. This form of leave is covered under Colorado state law for permanent employees who take time away from work to volunteer as firefighters or first responders to help with fire mitigation and suppression.

Administrative Leave for Campus Closures

When the Chancellor decides to close or not open the campus, administrative leave is granted to regular employees for their scheduled work hours during the period of closure.

  • Regular part-time employees or those paid on an hourly basis (such as variable percent employees) who are normally scheduled to work when a closure occurs are given paid administrative leave for the scheduled work hours.
  • Regular employees who are eligible for overtime (non-FLSA exempt) shall not count the period of closure as hours worked for the purposes of calculating overtime.
  • Temporary (including retirees hired into temporary positions) and student employees are not eligible for administrative leave.
  • Employees who are already on approved annual, sick, or other type of leave when a closure occurs will not be given paid administrative leave for their scheduled work hours during the period of closure.

For more information, please seeCampus Closing Procedures During Emergencies.

Administrative Leave by Employee Group

All classified employees are eligible for administrative leave. In all cases, the appointing authority is responsible and accountable for leave approval decisions made within his/her department(s).

Employees with questions may be referred to:

As an incentive or supplement for extraordinary or exemplary performance to an employee.​

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    • Discretionary
  • Benefit Amount
    • Appointing authority discretion​
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    • ​Classified employees
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    • An employee does an outstanding job implementing a new project.

For periods of investigation into an employee's alleged misconduct.​

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  • Benefit Amount
    • ​No limit
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    • Classified employees, for reasons determined to be for the good of the state
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    • When an employee is being investigated for theft, time card fraud, or violence.

​To participate in tests and interviews for state positions.

  • Required?
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  • ​Benefit Amount
    • No limit
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    • Classified employees
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    • Participation in an exam process. Interview for transfer to another department or agency. May also apply to interviews for unclassified positions.​

​To participate in school or community volunteer activity.

  • Required?
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  • ​Benefit Amount
    • Up to 16 hours per employee, per fiscal year
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    • Classified employees
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    • Attendance at parent/teacher conferences. Volunteer work for Habitat for Humanity.​​

​Parental Academic Leave​

  • Required?
    • Mandatory
  • ​Benefit Amount
    • Up to 18 hours Unpaid leave. May requestup to 16 hours of paid school/volunteeradmin leave (row above) in order to receive pay during unpaid leave
  • ​Eٲ
    • Classified employees
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    • Parent-teacher conferences or meetings related to special education services, response to interventions, dropout prevention, attendance, truancy, and disciplinary issues.​

To participate in official activities as elected officers of employee organizations​

  • Required?
    • Discretionary
  • ​Benefit Amount
    • No limit
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    • Officers of employee organizations such as CAPE or COWINS
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    • Attendance as an elected officer at annualCAPE or COWINSmeeting.

To respond to local emergencies​

  • Required?
    • Discretionary
  • ​Benefit Amount
    • Up to 5 days per fiscal year
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    • Classified employees who are certified disaster service volunteers of the American Red Cross
  • ​E油
    • Windsor tornado,Fort Collinsflood, Four Mile Canyon fire.

To respond to nationalemergencies​​

  • Required?
    • Discretionary
  • ​Benefit Amount
    • Up to 15 days per fiscal year
  • ​Eٲ
    • Classified employees who are certified disaster service volunteers of the American Red Cross
  • ​E油
    • Hurricane Katrina, Oklahoma-Kansas tornadoes

To participate in general elections​

  • Required?
    • Mandatory
  • ​Benefit Amount
    • 2 hours
  • ​Eٲ
    • Classified employees who do not have 3 hours of unscheduled work time during the hours the polls are open
  • ​E油
    • Police Officer whose 10 hour shift begins at 7:00 a.m. and ends at 5:00 p.m. (with no scheduled lunch break). Example assumes the polls are open from 7:00 a.m. to 7:00 p.m.

For organ, tissue, or bone donation transplants​

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    • Mandatory
  • ​Benefit Amount
    • Up to 2 days per fiscal year
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    • Classified employees
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    • Bone marrow or kidney donation

To serve as an unpaid election judge​

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    • Mandatory, except when supervisor determine attendance on election day is essential
  • ​Benefit Amount
    • No limit
  • ​Eٲ
    • Classified employees not receiving compensation for service as an election judge
  • ​E油
    • Primary and General Elections

For any other reason deemed by the appointing authority to be in the best interest of the state

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    • Discretionary
  • ​Benefit Amount
    • No limit
  • ​Eٲ
    • Classified employees
  • ​E油
    • Please call human resources for examples and guidance​

Discretionary Administrative Leave: Appointing authorities may grant paid time to employees for reasons determined to be for the good of the state.

State rule 5-15. Administrative leave may be used to grant paid time when the appointing authority wishes to release employees from their official duties for the good of the state. In determining what is for the good of the state, an appointing authority must consider prudent use of taxpayer and personal services dollars and the business needs of the department.

  • Administrative leave that exceeds 20 consecutive working days must be reported to the department head and the Director.
  • Activities performed in an official employment capacity are work time and not administrative leave.
  • Administrative leave is not intended to be a substitute for corrective or disciplinary action or other benefits and leave.
  • An appointing authority may grant administrative leave up to five days for local or 15 days for national emergencies per fiscal year to employees who are certified disaster service volunteers of the American Red Cross.
  • If a department head adopts a policy granting one period of administrative leave for the initial call up to active military service in the war against terrorism, it shall not exceed 90 days and applies after exhaustion of paid military leave.
  • Departments may adopt a policy to address whether or not to grant administrative leave for employee participation in community or school volunteer activities.
  • Appointing authorities must work with Human Resources before granting an employee administrative leave in excess of 20 consecutive working days.

Required Administrative Leave (5-16): Appointing authorities are required to grant paid time to employees in the instances described below:

Administrative leave must be granted for the following:

  • Two hours to participate in general elections if the employee does not have three hours of unscheduled work time during the hours the polls are open.
  • Up to two days per fiscal year for organ, tissue, or bone donation for transplants.
  • To serve as an uncompensated election judge unless a supervisor determines that the employee’s attendance on Election Day is essential. The employee must provide evidence of service.
  • Up to 15 days in a fiscal year when qualified volunteers or members of the Civil Air Patrol are directed to serve during a declared local disaster, provided the employee returns the next scheduled workday once relieved from the volunteer service.

Additional Uses for Administrative Leave

Administrative Leave for State Tests and Interviews

The granting of administrative leave for participation in tests and interviews for state positions is a long-standing practice that has benefited employees and appointing authorities alike. Although granting leave for participation in tests and interviews is no longer required, the Boulder Campus continues to support the granting of administrative leave for these purposes.

  • Tests and interviews for state positions are not limited to the Boulder Campus.
  • Employees who seek employment through transfer, demotion or promotional opportunities at other state agencies are eligible for administrative leave.
  • In cases where a state agency is in another part of the state requiring extensive travel time (e.g. Durango or Grand Junction), the appointing authority shall use discretion in the amount of administrative leave to be granted. In these cases, the use of a combination of administrative leave and annual leave would be appropriate.
  • Administrative leave for the purpose of participating in state tests and interviews should be requested and approved in advance. Notice of at least 24 hours is preferred unless special circumstances prevent such notice.

Administrative Leave for School or Volunteer Activities

The Colorado Department of Personnel and Administration believes that school and volunteer leave sends a message of support for the education of our children and for building better communities. Although granting leave for school or volunteer activities is discretionary, the Boulder campus continues to support the granting of administrative leave for these purposes as long as the business needs of the department are not compromised.

  • School/volunteer leave does not accrue, cannot be carried over from one year to the next, and cannot be "given" to another employee. (An appointing authority may grant additional hours of school/volunteer leave in special, documented circumstances.)

Parental Academic Leave (5-18):Provides up to 18 hours (pro-rated for part time) in an academic year for parents or legal guardians to participate in academic-related activities.

  • Those activities are parent-teacher conferences or meetings related to special education services, response to interventions, dropout prevention, attendance, truancy, and disciplinary issues.
  • Pursuant to State Personnel Board Rule 5-18, employees may request to use up to 16 hours of school/volunteer administrative leave in order to receive pay while on unpaid parental academic leave.
  • The remaining two hours of parental academic leave are leave without pay unless the employee chooses to use annual leave.
Your Role
  • Requesting administrative leave for school/volunteer activity must be mutually agreed upon by the supervisor and employee.
  • Discretionary administrative leave requests will be treated like personal leave. A leave request form and supervisor approval is required, with leave permitted based upon the needs of the work unit.
  • You must ensure adequate coverage of the work unit prior to granting approval of administrative leave. If an unforeseen event prevents the completion of regular job duties, then approval can be retracted at your discretion.
  • Supervisors and appointing authorities must track the hours of school/volunteer leave used by employees.
  • You may require documentation of the event for which leave is requested.

Administrative Leaveis authorized according toRegent Administrative Policy Statement 5062. Such leave may be granted at the discretion of the supervisor, not to exceed 10 working days over a 12-month period. Extended paid administrative leave may be granted as a result of disciplinary action or investigative purposes.​

Temporary employees are not eligible for benefits or leave except as provided by law, such as workers’ compensation and potentially Family and Medical Leave.

  • University staff and faculty on 12-month appointments may receive up to five working days of paid leave for each death to arrange for and attend the funeral and other affairs of a member of the employee's immediate family when they would otherwise have to work.
  • Bereavement leave is not intended to be used for end-of-life care. For purposes of bereavement leave, immediate family members include: spouse, children, parents, grandparents, grandchildren, brothers, sisters, mothers-in-law, fathers-in-law, sisters-in-law, brothers-in-law, sons-in-law, and daughters in-law, and any other person who is a member of the employee’s established household. A supervisor may allow an employee to receive up to five paid working days of bereavement leave for an equally significant other person not included in this definition.
  • Supervisors have the discretion to ask for documentation when leave abuse is suspected. Please work with Human Resources.
  • Bereavement leave is for an employee’s personal needs and use is subject to the approval of the appointing authority. The appointing authority may provide up to forty (40) hours (prorated for part-time work or unpaid leave in the month) of paid leave to permanent employees for the death of a family member or other person. Employees are responsible for requesting the amount of leave needed. Documentation may be required when deemed necessary by the appointing authority.

Leave Guidance in the Event of a Natural Disaster or Local Emergency

The ϳԹ provides the following leave guidelines for Classified, University Staff and Research Faculty.Administrative leave granted pursuant to these guidelines should be tracked in HCM.

Pre-evacuees

In the event an employee’s primary residence is included in an official pre-evacuation area (voluntary or mandatory) as determined by public safety officials due to a fire, flood or other local emergency, the employee should be provided with up to1 day of administrative leave and then may use annual leave.

Evacuees

In the event an employee’s primary residence is included in an official mandatory evacuation area as determined by public safety officials due to a local emergency the employee should be provided with up to 2 days of administrative leave and then may use annual leave.

Loss of Primary Residence

In the event an employee suffers the loss of her/his primary residence due to a fire, flood or local emergency, the employee should be provided with up to 5 days of administrative leave and then may use annual leave.

Also see the Campus Closing Procedures During Emergencies

Definitions

Pre-evacuation Notification: A notification provided by public safety officials to residents within a specific geographic area that encourages residentsto be prepared to leavetheir property at a moment’s notice should a Mandatory Evacuation notification become necessary.

Voluntary Evacuation: A notification provided by public safety officials to residents within a specific geographic area that encourages residents toleavethe area due to a potential life-safety threat.

Mandatory Evacuation Notification: A notification provided by public safety officials to residents within a specific geographic area thatinstructs them to leavetheir property because of imminent or occurring life safety threats. Residents are not allowed to re-enter areas that are under mandatory evacuation until permission to re-enter is provided by public safety officials.

Local Emergency: An emergency situation that is not an isolated incident affecting only one employee and/or is recognized by the local jurisdiction as a significant emergency (e.g. natural disasters, large hazardous chemical spill).

Employees may also be granted administrative leave to assist with emergency efforts.

  • Classified employees may receive up to 16 hours of volunteer administrative leave in a fiscal year at the appointing authority’s discretion. An appointing authority may grant administrative leave up to five days for local or 15 days for national emergencies per fiscal year to classified employees who are certified disaster service volunteers of the American Red Cross.
  • University staff may receive up to 10 days of short-term administrative leave in a 12 month period at the appointing authority’s discretion.

Employees experiencing respiratory issues as a result from the wildfires may use sick leave. Appointing authorities are encouraged to be flexible in allowing these employees to work from alternate locations (work from home) if possible.

Please also support and refer employees affected by fires or floods to take advantage of ϳԹ confidential Faculty and Staff Assistance Program (FSAP), which provides confidential counseling services to our faculty and staff. FSAP can be reached at 303-492-3020.

Employees that are affected by emergency situations that do not clearly fall into one on the scenarios listed above should contact their supervisor and/or Human Resources for assistance.

For questions related to this document, please contact Human Resources at 303-492-6475.

  • The Leave Sharing Program manages a pool of sick leave hours for the benefit of ϳԹ and System Administration classified employees, university staff and faculty members (including research faculty) on 12 month appointments. Qualified applicants include employees who:
    • Are experiencing a catastrophic or life-threatening medical hardship, either personally or as a primary caregiver.
    • Have suffered loss from a catastrophic natural or accidental disaster at their residence.
    • Are first responders to such catastrophes
  • Are on active duty in the military and are experiencing a financial hardship.
  • Employees must submit their application 90 days after the start of the leave, OR 30 days after the employee returns to work in a regular schedule (absent extenuating circumstances).

Visit the Leave Sharing page.

CU employees enjoy ten (10) paid holidays per year. Each holiday is defined as an eight (8) hour day.

When CU recognizes a holiday, eligible employees are not expected to work unless they are designated as essential services personnel and/or there are extenuating circumstances.

  • If the employee is required to work the holiday, an arrangement should be approved and documented in advance of the holiday. The holiday can be made-up within an agreed-upon timeframe, not to exceed the fiscal year.
  • For a full-time employee to receive a full day of holiday leave, theymust work or be on paid leave status for either the last scheduled work day before the holiday or the first scheduled workday after the holiday (both are not required). The employee may be on unpaid leave status for the other days of the month without affecting his/her holiday leave eligibility. Contact your campus human resources department for specific examples.
  • Holiday leave for part-time employees is pro-rated based on the number of hours an employee works or is on paid leave, in the month the holiday occurs.
    • Example: If an employee is normally scheduled for 20 hours/week (4 hours/day), the employee will receive 4 hours of holiday pay on the day in which the holiday falls and should ensure they are either working 16 hours that week or using a combination of sick/vacation/annual leave and working time to amount to 16 hours.

View the ϳԹ Holiday Schedule

The Leave Sharing Program manages a pool of vacation hours for the benefit of ϳԹ and System Administration classified employees, university staff and faculty members (including research faculty) on 12 month appointments.

Qualified applicants include employees who:

  • Are experiencing a catastrophic or life-threatening medical hardship, either personally or as a primary ca