Leave accrual is automatically processed by the Human Resources Management System (HRMS) during monthly payroll processing if the employee is in a monthly/regular position in one of the following personnel groups:
Leave accrual is based on standard hours in Workforce Administration – Job Data—not percent of time or FTE.
For someone less than full time, accrual will be based on standard hours + XRG (additional regular hours). For example, a classified staff member is 50 [percent time with standard hours = 20. She works an additional 40 hours in the month. Her accrual will be based on the total standard hours at 50 percent (20 hours) + the XRG of 40 hours. Accrual will be in the month the additional hours were submitted, not when they were earned. If additional hours were worked in September and submitted for payment in October, accrual will be for October.
Employees with multiple jobs: The HRMS maintains two "leave plans" that determine the rate of leave accrual for the employee. One plan is for classified staff, the second is for all other eligible job codes. If an employee has two jobs in the same leave plan—for example, two classified staff or two professional research assistant positions—the system will accrue the leave automatically based on the hours worked in each job (see above for more information on calculation). If the employee is in jobs that fall under different leave plans, the HRMS currently cannot accrue leave at the appropriate rate for each job. An example is an employee who has a professional exempt position and a classified staff position. You must adjust that employee's leave accrual via Time Collection.
A DOCK (DK1 or DK2) will reduce a leave accrual for a particular month.
If a CU retiree returns to work in a monthly/regular leave-eligible job, then he/she will accrue leave and be eligible for a vacation payoff upon termination. He/she starts with a zero (0) sick-and-vacation-leave balance. The employee is not entitled to have the 75 percent of sick leave that he/she did not receive when retirement is reinstated. (Twenty-five percent of sick balance up to the allowable maximum should have been paid at retirement.) The retiree is also not eligible for a second payoff of the sick leave balance at termination.
If an employee who works goes on leave without pay in mid-month, the system will accrue leave for the portion of the month worked.