Other Types of Leave

Planned and unplanned events that require employees to miss work are bound to arise.

Court leave/jury duty

An employee will be granted leave with pay if selected for jury duty or subpoenaed to serve as a witness in a court of law. Any compensation received for service as a juror or as a witness (except the payment of mileage) must be turned in to the university if paid court leave is requested.

The employee must provide a copy of the summons or subpoena and the compensation received from the court to the office of human resources. In addition, the employee must record the leave on their timesheet or leave report. Court compensation can be retained by the employee if the employee chooses to take leave without pay. Paid court leave is not available to an employee when the employee is the named plaintiff or defendant.

Funeral leave

Employees may be excused from work, with pay, in the event of a funeral for their spouse, sponsored dependent, children, mother, father, mother-in-law, father-in-law, brother, sister, step-mother, step-father, brother-in-law, sister-in-law, daughter-in-law, son-in-law, grandchildren, grandparents and great-grandparents, spouse's/sponsored dependent's grandparents and great-grandparents, step-brother, step-sister, step-children, step-grandparents and step-grandchildren.

The employee's supervisor may grant funeral leave for up to five consecutive work days for each funeral involving a family member listed in this policy. Time not worked because of funeral leave will be paid at the employee's regular, straight time, hourly rate.

Military leave

The university recognizes the important role of the National Guard and Reserves and supports employee participation. The following provisions apply for military leave of absence when an employee is required by a branch of the armed forces to attend an annual training session or serve under emergency mobilization orders.

  • Employees are entitled to a leave of absence, without the loss of pay, position, seniority, accumulated leave, impairment of performance appraisal, pay status, work schedule and any other right or benefits to which the employee is entitled in order to perform military service.
  • Such military leave may not exceed 120 hours during a federal fiscal year (Oct – Sept), and only those hours when the employee would otherwise be required to work had it not been for such military leave will be counted toward the 120 hour limit.
  • In the event of an emergency mobilization order, the employee is eligible to be retained on leave of absence status without pay for the duration of the mobilization orders.
  • An employee may choose, but is not required, to use accumulated vacation leave before going on leave of absence without pay.
  • Employees must furnish the university with a copy of their official military orders in order to receive paid military leave or approved unpaid leave of absence status.
  • If reservists or members of the National Guard are called to active duty, they will have rehire and other benefits as prescribed by federal law in Uniformed Service Employment and Reemployment Rights Act of 1994 (USERRA). See Section 6.6 of this handbook for insurance information.

Severe weather

Refer to Section 2.15 on Severe Weather for information pertaining to absence during inclement weather.

University closings

Refer to Section 2.15 for information pertaining to absences when the university is officially closed.

Voting leave

If an employee is eligible to vote in any local, state or national election in the state of Missouri, the employee will normally be able to vote before or after work. If an employee does not have three successive hours between the opening and closing of the polls on election day when he/she is not scheduled to work, the employee will be excused from work with pay for up to three consecutive hours between the time of opening and the time of closing the polls for the purpose of voting. If the employee plans to take time off for voting, arrangements must be made with the supervisor prior to election day, and the university may specify any three hours between the time of opening and closing of the polls during which the employee may be absent to vote.

Workers' Compensation

Refer to Section 6.5 of this handbook for information pertaining to absence due to on-the-job injuries covered by Workers' Compensation Insurance.

Victims of Domestic and Sexual violence

Effective, August 28, 2021, the University will provide employees (whether full-time or part-time) who themselves have been the victim of domestic or sexual violence, or who have a family or household member who has been the victim of domestic or sexual violence, with unpaid leave in accordance with the requirements of Mo. Rev. Stat. § 285.630. Please see policy 7.21 for further information.