Time Off and Leave

The Division of Agriculture offers its employees a variety of time off and leave options.  See below for detailed information on each absence type and links to applicable policies, regulations, and reference guides.  Contact the Human Resources or Payroll office if you have specific questions about leave by emailing humanresources@uada.edu or payroll@uada.edu  

Annual Leave

All Division employees appointed half-time (50%) or more will earn Annual Leave.  Annual Leave must be requested by the employee and approved by a manager in Workday before it is taken. Refer to the QRG Managing My Time Off and LOA for instructions on how to request Annual Leave in Workday. For accrual rates and usage, visit the UA System Benefits page on Annual leave or Board Policy 420.1.

Sick Leave 

All Division employees appointed half-time (50%) or more will earn Sick Leave.  Sick Leave must be requested by the employee and approved by a manager in Workday. Refer to the QRG Managing My Time Off and LOA for detailed instructions on how to request Sick Leave in Workday. For accrual rates and usage, visit the UA System Benefits page on Sick leave or Board Policy 420.3 

Family & Medical Leave (FMLA) 

The Family and Medical Leave Act of 1993 is a federal law intended to promote a healthy balance between work and family responsibilities. It requires employers to provide up to 12 weeks per year of unpaid, job-protected leave to eligible employees for certain family and medical reasons. For more details on FMLA, visit the Division HR FMLA page. 

Paid Parental Leave

After two (2) years of consecutive, benefits-eligible, systemwide employment, Division employees entitled to leave under the Family Medical Leave Act (FMLA) are eligible for paid parental leave, which provides for up to six weeks of paid leave, within the first 12 months of the birth, adoption, or foster placement of the child as long as the child remains under the age 18 on the conditions described in Board Policy 420.2 effective July 1, 2024.

Paid parental leave may only be used concurrently with Family Medical Leave. Paid parental leave does not create an additional period of protected leave. An employee having exhausted Family Medical Leave eligibility has no paid parental leave eligibility until eligibility for Family Medical Leave is restored.

Paid parental leave cannot be combined with Catastrophic Leave.

Catastrophic Leave 

The Catastrophic Leave Bank Program assists eligible Division employees after they have exhausted their earned sick leave, annual leave, holidays, and compensatory time, to manage medical emergencies, injuries and illnesses incurred by them or eligible family members. For more details on the Catastrophic Leave Bank Program or Catastrophic Leave for parental purposes, visit the Division HR Catastrophic Leave Bank Program page. 

Maternity Leave 

Maternity leave is to be treated as any other leave for sickness or disability. However, you may elect to take leave of absence without pay without exhausting accumulated annual and sick leave. If you plan to be out more than five (5) consecutive days for maternity leave, you must furnish the Human Resources Office with a Certification from your Attending Physician. This maternity leave should not extend past three months following delivery and you should give your supervisor at least a two week notice of your planned return to work date.  In the event you are eligible for leave under the Family Medical Leave Act, this maternity leave will be counted as FMLA. leave. For more details on FMLA, visit the Division HR FMLA page and for more details on Catastrophic Leave for parental purposes, visit the Division HR Catastrophic Leave Bank Program page.  

Division Maternity Leave Policy

Application for Maternity Leave

Maternity Leave Calendar

Military Leave 

Division employees who are members of the National Guard or any of the reserve branches of the Armed Forces of the US shall be granted leave at the rate of 15 working days per calendar year plus necessary travel time for annual training requirements. Such leave shall be granted without loss of pay and in addition to annual leave. For more details, visit Board Policy 420.4 Military Leave or Division Policy PMGS 20-06 

Educational Leave 

If an educational program requires a Division employee to be absent from their work site for an extended period of time in order to attend a class or internship required for degree completion, eligible employees may request permission to use annual leave, leave without pay, and an approved revised work schedule through the Division Extended Leave for Study policy.  For more details on this policy, visit PMGS 21-05.

Division employees may also request Release Time in order to attend classes during official work hours.  Release Time does not require the use of leave and is not entered into Workday.  Release time is not a right but a privilege that is granted at the supervisor’s discretion. Many factors, including but not limited to, the employee’s performance, direct applications of the course work to the employee’s position, overall benefit of the course work to the employee and the Division, and maintenance of office hours and functions to the students, faculty, staff, and general public are considered prior to the granting of Release Time.

All requests for release time must be approved in advance by the supervisor and there is no form to complete. Courses taken during working hours are limited to one (1) course per semester (Fall, Spring, or Summer) not to exceed five (5) credit hours per semester. For more details on Release Time and the tuition waiver available to employees, visit the Division Tuition Waiver/Discount Policy PMGS 17-1.  

Court and Jury Leave 

Division employees serving as a juror or witness may be entitled to full compensation during their absence in addition to any fees paid by the court for such services. For more details on Court and Jury Leave, visit Board Policy 420.5 Court and Jury Leave or Division Policy PMGS 20-07. 

Leave Without Pay (Unpaid Time Off) 

Division employees may be granted leave without pay in accordance with University of Arkansas Board of Trustees Policy 420.6.  Leave without pay will only be granted if it is in the best interest of the organization and if the Division is able to accommodate such leave without an undue hardship.

To request leave without pay, the employee should enter the applicable leave (i.e. annual or sick) into Workday and if sufficient leave is not available it will prompt a notification of Absense Request in Workday to the employee for review and justification.  Once submitted, it will prompt a Justification for Unpaid Time Off questionnaire for the manager to complete in Workday. 

For more details, visit the Division Leave Without Pay policy PMGS 21-01.  

Children’s Educational Activity Leave (CEAL) 

In accordance with state law, all full-time, benefits-eligible Division employees will receive eight (8) hours of Children’s Educational Activity Leave during a calendar year, regardless of the number of children, for attending or assisting with the educational activities of a child in pre K-12th grade. For more details on CEAL leave, visit the Division Children’s Education Activity Leave policy PMGS 20-09.    

Leave for Organ or Bone Marrow Donation 

Division employees who serve as a human organ donor may take up to 30 days additional leave with pay at the time of the donation. If serving as a bone marrow donor, employees may take up to seven days additional leave with pay at the time of the donation. This leave will not affect your leave accrual or time credited toward career service. For more details on leave for organ or bone marrow donation, refer to Arkansas Act 546 of 2003 and contact Human Resources.

Disaster Service Volunteer Leave 

If you are trained and certified as a disaster service volunteer by the American Red Cross and your specialized disaster relief services are requested by the Red Cross in connection with a disaster, you may receive up to 15 working days in any calendar year to participate in specialized disaster relief, without loss of pay or benefits. Leave will be granted only for disasters occurring in Arkansas or contiguous states. You must request disaster service volunteer leave in writing, to the appropriate Sr. Associate Vice President, and attach a copy of your Red Cross orders to the request. For more information on Disaster Service Volunteer Leave, refer to Arkansas Code Ann. §12-85-102, 12-85-103a and contact Human Resources.

Emergency Paid Leave 

Employees who have suffered substantial damage to their principal place of residence may send a letter requesting emergency paid leave to the appropriate Sr. Associate Vice President. Examples of qualifying situations would be meeting with an insurance agent, meeting with a roofing company representative, or clearing debris that prohibits the employee from leaving their residence. General cleanup of debris on the property does not qualify.  For more information, visit the Division Emergency Paid Leave policy PMGS 20-08. 

Voting During Working Hours

At the Division of Agriculture, we foster an environment that encourages employees to exercise their right to vote. In most communities, polls remain open long enough to allow employees time to vote before or after working hours. In cases of extreme hardship, such as having to travel a great distance to the polling place, an employee may be permitted to report to work late or to leave early to vote. The time permitted for this purpose is given to an employee with pay and without reduction of sick leave, annual leave, or any other benefit. If it is necessary for you to use this privilege, please notify your immediate supervisor beforehand.     

Inclement Weather or Emergency Situations

In the event that business operations are interrupted by inclement weather or other emergency situations, please review the Division's Inclement Weather & Office Closing policy 421.0.