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Leave Policy��

The State of Colorado, Department of Personnel's��.

Administrative Leave

Must be granted in certain situations per state personnel board rules and may be granted at the discretion of the appointing authority in other situations. Please refer to for classified employees.

Bereavement Leave

Up to 40 hours (prorated for part-time work or unpaid leave in the month) of paid leave for the death of a family member or other person at the discretion of the appointing authority.

Holiday Leave

Permanent, full-time employees are provided with eight (8) hours of paid holiday leave (prorated for part-time employees) to observe 10 designated holidays per the University calendar.

Jury Leave

Provides permanent (non-temporary) employees with paid leave for the term of the jury duty. Temporary employees receive paid leave for a maximum of three days.

Military Leave

Provides up to 120 hours in a fiscal year to permanent employees. Unpaid leave is granted in accordance with USERRA after the exhaustion of the 120 hours. Employees may request use of annual leave before unpaid leave.

On-the-Job Injury (OJI) Leave

Provides up to 90 occurrences of paid leave for an employee who suffers an injury or illness compensable under the Workers’ Compensation Act.

Parental Academic Leave

Departments may provide up to 18 hours (prorated for part-time) in an academic year for parents or legal guardians to participate in academic-related activities. Paid vs. unpaid leave is at the discretion of the department.

Unpaid Leave/ Leave Without Pay

May be approved at the discretion of the appointing authority unless otherwise prohibited. Probationary and trial service periods are extended by the number of days on unpaid leave.

Victim Protection Leave

Refer to the Paid Family Medical Leave section (see “safe leave”).

Short Term Disability Leave

Provides up to six months of unpaid, job-protected leave, while STD benefit payments are being made. Job protection is only applicable for employees with one (1) year of service. For questions regarding how to submit and/or complete an application, or if you have questions about disability benefits, please contact Employee Services at 303-860-4200.

Annual/ Vacation Leave

Annual Leave is intended to be used for an employee’s personal needs and use is subject to the approval of the appointing authority. The appointing authority may establish periods when annual leave will not be allowed, or must be taken, based on business necessity. These periods cannot create a situation where the employee does not have a reasonable opportunity to use requested leave that will be subject to forfeiture. If the department cancels approved leave that results in forfeiture, the forfeited hours must be paid before the end of the fiscal year. Leave accrual rates are based on length of service.

Sick Leave

Sick leave was updated August 2023. The����act allows an employee to use accrued paid sick leave when the employee needs to:

• Care for a family member whose school or place of care has been closed due to inclement weather, loss of power, loss of heating, loss of water, or any other unexpected occurrence or event that results in the closure of the family member's school or place of care;
• Grieve, attend funeral services or a memorial, or deal with financial and legal matters that arise after the death of a family member;
• Evacuate the employee's place of residence due to inclement weather, loss of power, loss of heating, loss of water, or any other unexpected occurrence or event that results in the need to evacuate the employee's residence.
• Accrued sick leave may be used for the health needs of the employee, the employee’s family member, or a person whose association with the employee is similar to a family member.
• Please see .

Family Medical Leave Act (FMLA)

• Provides eligible employees with up to 12 weeks of FMLA-protected during a rolling 12 month period, measured backward from the date they use FMLA leave for the following reasons: (1) the birth and care of a newborn child*; (2) the placement and care of a child from adoption or foster care; (3) to care for a spouse, civil union partner or domestic partner, child, or parent a serious health condition; (4) an employee’s own serious health condition; (5) active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation, or (6) up to 26 weeks (1,040 hours) in a single 12-month period for military caregiver leave for a service member who is seriously ill or injured in the line of duty while on active duty.
• For an employee who has pregnancy status and is not eligible for FMLA or Parental Leave, the employee may still be entitled to FAMLI Leave

Paid Family Medical Leave

Effective January 1, 2021, state classified employees who meet FMLA eligibility requirements are also eligible for Paid Family Medical Leave (PFML). Full-time employees are eligible to receive up to 160 hours of paid leave per rolling 12-month period which will run concurrently with the 12 weeks of FMLA-protected leave and one week of State Medical Leave (prorated for the employee’s percent of time). This form of leave can be used for any FMLA qualifying event.

PFML may also be used when an employee is a victim of domestic abuse, stalking, sexual assault, or any other crime related to domestic violence and needs to seek medical attention, mental health care or other counseling, or victim services including legal services or relocation.

Parental Leave

In addition to FMLA-protected leave and FAMLI leave, classified staff are entitled to take up to six months of Parental Leave, per Regent Administrative Policy Statement 5062, within 12 months of the birth, adoption, foster care placement or guardianship of a child. Parental Leave runs concurrently with FMLA-protected leave and FAMLI leave. The university paid parental leave program grants classified staff 80 hours of paid family medical leave, prorated for percent of time. Employees are eligible for an additional 160 hours of paid parental leave, prorated for percent of time, as outlined above. FMLA-protected leave runs concurrently with Parental Leave, and FAMLI is utilized after the first 160 hours (prorated for percent of time) of paid parental leave are exhausted.

Parental Leave Eligibility:

• Regular 12-month faculty members, university staff and classified staff are eligible for parental leave as of their first day of employment. This is a recent change as of October 1, 2022. Any newly eligible employees who would have qualified between January��1, 2022 and September 30, 2022 for parental leave under this new change are encouraged to reach out to FMLA@colorado.edu to explore their options.��

FAMLI Leave

Provides eligible employees with up to 12 weeks of partially paid leave during a rolling 12 month period, measured backward from the date they use FAMLI leave for the following reasons:��

1. The birth and care of a newborn child*
2. The placement and care of a child from adoption or foster care
3. To care for a spouse, civil union partner or domestic partner, child, or parent a serious health condition
4. An employee’s own serious health condition
5. Active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation
6. Obtaining safe housing, care, and/or legal assistance in response to intimate partner violence, stalking, sexual assault, or sexual abuse

Volunteer Leave

Departments may adopt and communicate a policy regarding the allowance of administrative leave for volunteering in community or school activities. The policy should state the amount of leave available, employee eligibility, and process for requesting and approving leave.

Leave Policy��

Administrative Leave

Is authorized according to .��Such leave may be granted at the discretion of the supervisor and cannot exceed 10 working days over a 12-month period. Extended paid administrative leave may be granted as a result of disciplinary action or investigative purposes.​

Bereavement Leave

Up to five working days of paid leave for the death of a family member or other person to arrange for and attend the funeral and other affairs.​

Holiday Leave

Permanent, full-time employees are provided with eight (8) hours of paid holiday leave (prorated for part-time employees) to observe 10 designated holidays per the University calendar.

Jury Leave

Provides paid leave for the full period of jury duty or when appearing as a witness under subpoena or direction of the proper authority. Temporary employees receive paid leave for a maximum of three days.

Military Leave

Provides paid leave for up to 21��calendar days to attend training and/or active duty service ordered. This leave is not charged to vacation leave. If military service continues beyond 21��calendar days, the employee will be placed on military leave without pay for any remaining period of required service. Employees on military leave continue to accrue sick and vacation leave.

On-the-Job Injury (OJI) Leave

Provides up to 90 occurrences of paid leave for an employee who suffers an injury or illness compensable under the Workers’ Compensation Act.

Parental Academic Leave

May be granted in accordance with the Administrative Leave policy statement contained in .

Unpaid Leave/ Leave Without Pay

May be granted at the department’s discretion for a period not to exceed 12 months. All vacation leave must be exhausted first, except when authorized by the supervisor.​

Victim Protection Leave

Provides employees who are victims of stalking, sexual assault, domestic abuse or violence and have exhausted sick and annual leave with up to three working days of unpaid leave in any 12 month period.

Short Term Disability Leave

When approved for a claim after the mandatory 29-day waiting period, Short Term Disability for university staff does not provide job protection beyond what is provided through FMLA. For questions regarding how to submit and or complete an application, or if you have questions regarding eligibility, contact Employee Services at 303-860-4200.

Annual/ Vacation Leave

Vacation Leave provides full-time university staff and 12-month faculty with twenty-two (22) working days of paid vacation annually (14.67 hours��per month), prorated for part-time employees. Vacation use is subject to supervisor approval. The maximum number of days an employee may accrue is 44, except as indicated in Regent Policy.

Sick Leave

Sick leave was updated August 2023.��The����act allows an employee to use accrued paid sick leave when the employee needs to:

• Care for a family member whose school or place of care has been closed due to inclement weather, loss of power, loss of heating, loss of water, or any other unexpected occurrence or event that results in the closure of the family member's school or place of care;
• Grieve, attend funeral services or a memorial, or deal with financial and legal matters that arise after the death of a family member;
• Evacuate the employee's place of residence due to inclement weather, loss of power, loss of heating, loss of water, or any other unexpected occurrence or event that results in the need to evacuate the employee's residence.
• Accrued sick leave may be used for the health needs of the employee, the employee’s family member, or a person whose association with the employee is similar to a family member.
• Please see

Family Medical Leave Act (FMLA)

• Provides eligible employees with up to 12 weeks of FMLA-protected during a rolling 12 month period, measured backward from the date they use FMLA leave for the following reasons: (1) the birth and care of a newborn child*; (2) the placement and care of a child from adoption or foster care; (3) to care for a spouse, civil union partner or domestic partner, child, or parent a serious health condition; (4) an employee’s own serious health condition; (5) active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation, or (6) up to 26 weeks (1,040 hours) in a single 12-month period for military caregiver leave for a service member who is seriously ill or injured in the line of duty while on active duty.
• For an employee who has pregnancy status and is not eligible for FMLA or Parental Leave, the employee may still be entitled to FAMLI Leave

Parental Leave

• In addition to FMLA-protected leave and FAMLI leave, employees are entitled to take up to six months of Parental Leave, per Regent Administrative Policy Statement 5062, within 12 months of the birth, adoption, foster care placement or guardianship of a child. Parental Leave runs concurrently with FMLA-protected leave and FAMLI leave. The university paid parental leave program grants employees 240 hours (6 weeks) of paid parental leave, prorated for percent of time.

Parental Leave Eligibility:

• Regular 12-month faculty members, university staff and classified staff are eligible for parental leave as of their first day of employment. This is a recent change as of October 1, 2022. Any newly eligible employees who would have qualified between January��1, 2022 and September 30, 2022 for parental leave under this new change are encouraged to reach out to FMLA@colorado.edu to explore their options.��

FAMLI Leave

• Provides eligible employees with up to 12 weeks of partially paid leave during a rolling 12 month period, measured backward from the date they use FAMLI leave for the following reasons: (1) the birth and care of a newborn child*; (2) the placement and care of a child from adoption or foster care; (3) to care for a spouse, civil union partner or domestic partner, child, or parent a serious health condition; (4) an employee’s own serious health condition; (5) active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation, or (6) obtaining safe housing, care, and/or legal assistance in response to intimate partner violence, stalking, sexual assault, or sexual abuse

Volunteer Leave

Administrative leave for volunteering in community or school activities may be authorized according to APS 5062. Such leave may be granted at the discretion of the supervisor and cannot exceed 10 working days over a 12-month period.

Sick Leave

Temporary Employees, Nine-Month Faculty, All Other Faculty on Contracts and All Other Employees Paid Hourly may be eligible for sick leave. View��sick leave��eligibility.��

FAMLI Leave

Provides eligible employees with up to 12 weeks of partially paid leave during a rolling 12 month period, measured backward from the date they use FAMLI leave for the following reasons:

1. The birth and care of a newborn child
2. The placement and care of a child from adoption or foster care
3. To care for a spouse, civil union partner or domestic partner, child, or parent a serious health condition
4. An employee’s own serious health condition
5. Active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation
6. Obtaining safe housing, care, and/or legal assistance in response to intimate partner violence, stalking, sexual assault, or sexual abuse

Administrative leave is an administratively authorized absence from duty without loss of pay or charge to leave. This form of leave is covered under Colorado state law for permanent employees who take time away from work to volunteer as firefighters or first responders to help with fire mitigation and suppression.

Administrative Leave for Campus Closures

When the Chancellor decides to close or not open the campus, administrative leave is granted to regular employees for their scheduled work hours during the period of closure.

• Regular part-time employees or those paid on an hourly basis (such as variable percent employees) who are normally scheduled to work when a closure occurs are given paid administrative leave for the scheduled work hours.
• Regular employees who are eligible for overtime (non-FLSA exempt) shall not count the period of closure as hours worked for the purposes of calculating overtime.
• Temporary (including retirees hired into temporary positions) and student employees are not eligible for administrative leave.
• Employees who are already on approved annual, sick, or other type of leave when a closure occurs will not be given paid administrative leave for their scheduled work hours during the period of closure.

For more information, please see��Campus Closing Procedures During Emergencies.

Administrative Leave by Employee Group