Paid holiday leave is provided to employees who are appointed to work at least 20 hours per week for a period of at least four and one-half continuous months. Employees appointed less than full-time but at least 20 hours per week are eligible for holiday leave, including floating holiday leave, proportionate to the number of hours appointed.

The legislature provides institutions of higher education the flexibility to establish their own holiday schedules. This flexibility allows U.T. System Administration to establish a holiday schedule that is more compatible with the academic calendars of the institutions we serve. Accordingly, U.T. System Administration observes the same number of holidays observed by state agencies even though our respective holiday schedules may differ.

UTPB Holiday Schedule

Benefits-eligible, non-faculty employees accrue vacation time on a monthly basis. The amount they accrue is determined by the amount of their state service and the number of hours they are appointed to work, e.g., full time or part-time.

Although all employees are encouraged to utilize their annual vacation hours (with the required supervisory approval) in the year accrued, they may carry unused vacation hours from one fiscal year to the next.  Part-time, regular benefits-eligible employees will accrue annual vacation leave on a proportionate basis, and the maximum hours to carry forward will also be proportionate.

When can I use it?

A benefits-eligible employee must have at least six months of continuous Texas State Service to use Vacation time. Employees with less than six months’ continuous state service continue to accrue vacation time but CAN NOT use it until they reach the 6-month mark.

**Also see Family Leave Pool

Vacation Accruals

Although all employees are encouraged to utilize their annual vacation hours (with the required supervisory approval) in the year accrued, employees may carry forward unused vacation hours from one fiscal year to the next. Any annual leave you don't use before the end of the fiscal year (August 31) will be carried over to the next fiscal year. However, there's a limit to the number of hours you can carry from year to year. The schedule below indicates the maximum hours authorized to carry forward. Any hours above this limit will transfer to your sick leave balance.

Part time, regular benefits-eligible employees will accrue annual vacation leave on a proportionate basis, and the maximum hours to carry forward will also be proportionate.

The University of Texas Permian Basin provides paid sick leave to benefits-eligible employees in accordance with State law.

Accrual Full-time benefits-eligible employees will accrue eight (8) hours of sick leave for each month of employment or a fraction thereof. Part-Time benefits-eligible employees will accrue sick leave on a basis proportional to their employee record.

Faculty members appointed on a nine-month basis at least half time or more for a period of four and one-half months or longer are eligible to accrue sick leave, under the same provisions applicable to other University employees.

Sick Leave Pool

The sick leave pool is intended to help an employee if the employee exhausts his or her sick leave because of a catastrophic illness or injury or he or she previously donated time to the pool. Please contact Human Resources for more information.

Sick Leave Pool Request Form

**Also see Family Leave Pool

The family leave pool is intended to help an employee if they exhaust all available paid time off accruals and need to continue to be on leave for 40 hours or more.  Family leave pool may be requested for the following reasons:

• The birth of a child;
• The placement of a foster child or adoption of a child under 18 years of age;
• The placement of any person 18 years of age or older requiring guardianship;
• A serious illness to an immediate family member or the employee, including a pandemic-related illness;
• An extenuating circumstance created by an ongoing pandemic, including providing essential care to a family member; or
• A previous donation of time to the pool.

Please contact Human Resources for more information.

The federal Family and Medical Leave Act (FMLA) of 1993, requires covered employers to provide up to 12 weeks of unpaid job-protected leave to "eligible employees” for certain medical reasons of the employee or family member.

Applies to an employee who has been employed for at least twelve months by the state and who has worked at least 1,250 hours during the twelve-month period immediately preceding the commencement of leave.

The employee must use all available and applicable paid leave while taking FMLA, and the remainder of the leave is unpaid.

More Information is available on the Department of Labor - FMLA website

Military Family Leave:

• Up to 12 weeks of leave because of “any qualifying exigency".
• Up to 26 weeks of leave in a single 12-month period to care for a service member.

Additional information on the amendments and a version of Title I of the FMLA with the new statutory language incorporated is available on the Department of Labor - FMLA website.

An employee requesting FMLA should complete the Leave Request Form

Under Texas Government Code § 661.913 state employers are required to provide up to 12 weeks of unpaid job protected leave for birth of a natural child or the adoption or foster care placement of children under three years of age.

 A state employee who has been employed for fewer than 12 months by the state or who worked fewer than 1,250 hours during the 12-month period preceding the beginning of leave under this section is eligible to take a parental leave of absence not to exceed 12 weeks in accordance with this section.

The employee must use all available and applicable paid leave while taking Parental Leave, and the remainder of the leave is unpaid.

An employee requesting FMLA should complete the Leave Request Form

Under the ADA (1990), as amended (2008 / ADAAA), an individual with a disability is a person with a physical or mental impairment that substantially limits one or more major life activities; has a record of such impairment; or is regarded as having such impairment.  A substantial limitation is defined as an impairment that prevents the performance of a major life activity that most people in the general population can perform.

An accommodation is a reasonable modification or adjustment to the work environment that enables a qualified person with a disability to perform the essential functions of a position, enjoy the same benefits and privileges of employment as enjoyed by non-disabled employees.

An employee requesting an accommodation should complete the ADA Accommodation Request Form