II-2.40 POLICY ON ANNUAL LEAVE FOR FACULTY
(Approved by the Board of Regents, January 11, 1990; Amended by
the Board of Regents, December 9, 1994; Amended by the Board of
Regents, February 9, 2001)
With modifications recommended by the Committee on Education
I. FACULTY WITH CONTRACTS OF LESS THAN TWELVE MONTHS
A. A faculty member serving on an academic-year contract of
less than ten months is not entitled to paid annual leave.
B. A full-time faculty member serving on a ten-month
academic-year contract is entitled to fifteen calendar
days of paid annual leave which shall be the last
fifteen days of the ten-month contract period, unless
otherwise designated at the time of appointment. Such
paid annual leave time may not be carried forward into
the next fiscal year.
C. A part-time faculty member appointed on at least a 50%
of full-time basis and serving on a ten-month academic-
year contract is entitled to annual leave on a pro-rata
basis. Such leave shall be taken as the final days of
the ten-month contract period, unless otherwise
designated at the time of appointment. Such paid
annual leave time may not be carried forward into the
next fiscal year.
II. FACULTY WITH TWELVE-MONTH (FISCAL-YEAR) CONTRACTS
A. A full-time faculty member serving on a fiscal-year contract
shall earn twenty-two (22) days of paid annual leave and three
(3) days of paid personal leave per calendar year. Beginning
with the twenty-first year of employment, a full-time faculty
member serving on a fiscal-year contract shall earn twenty-five
(25) days of paid annual leave and three (3) days of paid
personal leave per calendar year.
B. A part-time faculty member appointed on at least a 50%
of full-time basis and serving on a fiscal-year
contract shall earn, use, accrue, and be eligible for
payment of annual and personal leave, on a pro-rata
basis, on the same terms available to full-time fiscal-
year faculty members.
C. The time taken as paid annual leave shall have the
concurrence of the supervisor.
D. Annual leave may be accumulated, but only a maximum of
fifty (50) work days may be carried forward into a new
E. At the end of each calendar year, a supervisor may, through
appropriate channels, recommend to the institution's Chief
Executive Officer or designee that a fiscal-year faculty member
be paid for days of annual leave lost because of the denial of an
annual-leave request. The supervisor's recommendation for
payment for lost annual leave shall be accompanied by a written
explanation of why the lost annual leave was not taken at another
time during the calendar year. Payment is at the discretion of
the chief executive officer or designee. It is also limited to
unused annual leave that is in excess of the maximum accumulation
and that is lost by the employee at the end of the calendar year.
F. A fiscal-year faculty member transferring from one
University System of Maryland institution to another
shall be entitled to carry into the new position all
unused annual leave accumulated at the time of
transfer. Fiscal-year faculty members leaving the
University System of Maryland to take another State
position who are not entitled to transfer accumulated
leave and fiscal-year faculty members leaving State
service shall be compensated for all unused annual
leave accumulated up to the date of resignation.
G. Unused paid personal leave days may not be carried
forward into the next calendar year and are not
eligible for compensation upon termination.
III. EXCEPTION FOR FISCAL-YEAR FACULTY FUNDED BY GRANTS AND
For fiscal-year faculty members who are paid in whole or in
part from contracts or grants, constituent institutions may
limit the number of days of unused annual leave for which
such employees may be paid upon leaving employment in the
System. Any such limit shall be made a part of the
employee's written employment contract.
IV. IMPLEMENTATION PROCEDURES
A. Each Chief Executive Officer or his/her designee shall
develop procedures as necessary to implement this
policy and shall forward a copy to the Chancellor.
B. Beginning in Spring, 2002, and continuing for three
years, the Chancellor shall report annually to the
Board of Regents, through its Committee on Education
Policy, on the total cost of approved compensation for
denied annual leave to faculty and exempt staff in the
USM, by institution and employee category.