February 4, 2010
(excluding UCSD Medical Center)
The University is undertaking a review of a number of Personnel Policies for Staff Members (PPSM) to provide staff employees with resources to balance their work-life needs. Employees who are not represented by unions are covered by PPSM, while employees who are represented by unions are covered by applicable collective bargaining agreements.
The proposed policy revises seven current Personnel Policies for Staff Members (PPSM) related to leaves: PPSM 40, 41, 42, 43, 44, 45, and 46, and consolidates them into a single, comprehensive policy.
The proposed policy includes a number of enhancements intended to be responsive to employee work and life needs by providing increased flexibility in the use of accrued leave. The proposed changes include:
* Allowing an employee to use up to 30 days of accrued sick leave to care for and bond with a newborn, adopted, or foster care child.
* Increasing the amount of sick leave an employee may use during a family and medical leave on behalf of a spouse, domestic partner, child, or parent from 30 days to a 12-week period.
* Increasing the maximum amount of accrued sick leave from prior service that reemployed staff members may have reinstated upon returning to work from 15 days to 90 days.
* Increasing the amount of sick leave that an employee may use in the event of the death of a family or household member from 5 to 10 days.
* Allowing an employee to use accrued sick leave to donate bone marrow (up to 5 days) or organs for transplant (up to 30 days).
* The inclusion of newly enacted Military Caregiver Leave and Qualifying Exigency Leave.
* The inclusion of references to Paid Time Off (PTO) programs used by some locations as an alternative to providing traditional vacation and sick leave.
The proposed policy and a summary of proposed changes are posted at the following website:
Click "Proposed Policies and Programs" and then click "Proposed Revisions to Staff Policies".
If you would like to comment on the proposed revisions and new procedures or have questions, please e-mail your comments and questions by Monday, March 1, 2010, to email@example.com.