Furman University provides time off and leave options to help meet the needs of yourself and your family.
Full-time employees will be paid for time lost through specified illness-related absences during the fiscal year (July 1 – June 30) and will accrue at the rate of (1) day for each month of service, up to ten (10) working days per fiscal year. The Policies and Procedures manual defines the rules for taking sick leave.
Furman University provides paid vacation for full-time employees as follows:
Some departments may require their employees to take vacation at a specific time. Vacations for these employees will be scheduled when students are not on campus or as designated by the Department Head. Rules for taking vacation are covered in the Policies and Procedures manual.
Effective January 1, 2015, an individual may take a birthday day off in accordance with University Policy 819.2.
Q: How many hours off do staff get for their birthday?
A: The birthday off is equivalent to the number of hours an employee would be scheduled to work on a regular work day.
Q: What if my birthday falls on a weekend? Do I get to take a different day off?
A: Yes, a different day off may be taken, provided it is taken during the birthday month. Any exceptions must be approved in advance by the immediate supervisor.
Q: What if my birthday is on a holiday or a shut-down day for the University.
A: Staff members may arrange with their immediate supervisor to take the birthday off before or after the break.
Q: I am a nine-month employee and my birthday falls during a month in which I do not work. Do I get to take off a different day?
A: Yes, employees may make arrangements with their immediate supervisor to take a day off at another time.
Q: In 2015 my birthday falls on a day I am not scheduled to work. Do I get to take off a different day?
A: Yes, employees may make arrangements with their immediate supervisor to take their birthday off at another agreed upon time.
Q: What if my job responsibilities prevent me from being able to take off my birthday?
A: Employees may make arrangements with their immediate supervisor to take their birthday off at another agreed upon time.
Q: May I take my birthday off outside of my birthday month?
A: Whether staff can take their birthday off during a month outside of their birthday month is within their immediate supervisor’s discretion.
Q: Can I choose not to take a day off for my birthday and receive additional compensation instead?
A: Employees may not receive additional compensation in lieu of taking their birthday off.
Q: How is the birthday off different than a holiday?
A: Both are considered holidays per the policy. Employees may make arrangements with their immediate supervisor to take their birthday or university holidays off at another agreed upon time to ensure employees are available to meet the needs of the department.
Full time staff who work a minimum of 30 hours/week will be granted three (3) days of paid bereavement leave per calendar year.
Bereavement leave provides time for grieving the loss of a family member and for the purposes of planning and attending the funeral/memorial of a family member. For purposes of this leave, immediate family is defined as spouse, domestic partner, grandparents, parents, brothers, sisters, children, mother-in-law, father-in-law, and permanent members of the immediate household.
Furman will support time off for jury duty by treating it as regular work time with full pay.
An employee will be allowed to take medical leave covered by the requirements of the Family and Medical Leave Act (FMLA) for up to twelve (12) weeks for a medically certified period of incapacity, illness, or injury that is a serious health condition.
An employee will be allowed to take family leave covered by the requirements and protections of the FMLA for up to twelve (12) weeks. Family leave will be granted for the following reasons: (1) to care for the employee’s child if leave is taken within twelve months of the birth, (2) to care for the employee’s child who has been places with the employee through adoption or foster care, (3) to care for the spouse, domestic partner, child, or parent of the employee, of that family member has a serious health condition.