TCU offers various leave benefits to all eligible employees.
- Faculty do not accrue vacation time.
- Those who have less than six years of employment can use up to three months sick leave with pay and three months extended medical leave without pay.
- Those who have six years or more of employment can have up to six months sick leave with pay plus six months extended medical leave without pay.
- Vacations will be approved by the supervisor with consideration given to the needs of the department.
- Leave accruals and maximums are pro-rated according to FTE (full time equivalency)
- Hours are earned at the beginning of each month as follows:
|Employee Class||Length of Service||Monthly Vacation Accrual||Monthly Sick Accrual||Maximum Sick Accrual||Maximum Vacation Accrual|
|Exempt Staff||Not applicable||14.67||8.00||480.00||264.00|
|Nonexempt Staff||Not applicable||14.67||8.00||480.00||264.00|
As stated above, vacation and sick time is accrued at the beginning of each month. Time taken is entered and processed with the monthly and biweekly payroll, with the following caveats for biweekly employees:
- When the 1st of the month is the same day as the beginning of the biweekly payperiod, leave time will accrue first, and then time taken will be processed with the biweekly payroll
- When the 1st of the month occurs during the biweekly payperiod, leave time will accrue first, and then time taken will be processed with the biweekly payroll
- When the 1st of the month is the same day as the payperiod end date, time taken will be processed first with the biweekly payroll, and then time will accrue
The Family and Medical Leave Act (FMLA) entitles eligible employees who work for covered employers to take unpaid, job-protected leave for specified family and medical reasons, with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.
The university complies with the Americans with Disabilities Act (ADA).
Complete the ADA Request Form to determine
- whether the disability falls within the “qualified disability” as defined by the Americans with Disabilities Act (ADA), and if so,
- to what extent a reasonable accommodation is required to perform one or more essential functions of your job.
The purpose of this is to determine reasonable accommodation for qualified individuals with disabilities in accordance with the Americans with Disabilities Act (ADA).