Employee Self-Service Links & Instructions
Employee Self-Service allows you to submit a leave report, submit an electronic timesheet (Web Time Entry), and view your leave balance.
View Leave Balance
To view your leave balance, access Employee Self-Service. To view more details about leave hours taken and earned, click the Full Leave Balance Information link.
Submit a Leave Report
Web Time Entry
Family Medical Leave Act (FMLA)
FMLA Provides up to 12 work weeks of unpaid leave during any 12-month period for one or more of the following reasons:
- For the birth and care of a newborn child of the employee;
- For placement with the employee of a son or daughter for adoption or foster care;
- To care for a spouse, son, daughter, or parent with a serious health condition;
- To take medical leave when the employee is unable to work because of a serious health condition; or
- For qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or
- Parent is on active duty or call to active duty status as a member of the National Guard or Reserves in support of a contingency operation.
Employees must complete one year of service and have worked at least 1250 hours to be eligible.
Holiday & Days Off Schedule for Employees
Leave of Absence Request (LOA)
Employees who has completed at least six (6) months of service with the University may request a leave of absence. The leave of absence must be requested in writing at least two (2) weeks in advance, unless necessitated by an emergency, in which case verbal notification should be followed by written application for the leave. If this LOA request is due to a medical condition, etc; a physician statement must be attached to this form. Prior to returning to work employees must obtain a medical release from their physician.
LOA may be granted for a period of up to 60 calendar days in any one year. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. Approval decisions must take into consideration the staffing and budgetary needs of the department. Requests may be denied on the basis of these or other reasonable considerations.
LOA will be approved only if it is expected that the employee will return to his/her position when the leave is completed. Failure to return to work following LOA will be considered as a voluntarily resignation.