Colorado Mesa University recognizes that there may be circumstances in an employee's lives, both planned and unplanned which require the employee to be away from work. For this reason, Colorado Mesa University has established a number of leave options to accommodate the employee and his or her family. As professionals, we know that regular attendance is an essential part of our job. Use your leave responsibly and follow your department's and Colorado Mesa University's policies for requesting and reporting absences. Any leave should be requested as far in advance as possible.

Noted below is general information about the various leave policies provided by Colorado Mesa University. Please refer to the Colorado Mesa University Professional Personnel Employment Handbook for detailed information about our leave policies or contact the Human Resources Department.

Link to the: Colorado Mesa University Professional Personnel Employment Handbook

Annual Leave - Administrative Staff

Full-time Administrative Personnel (employed at 1.0 FTE) shall accrue annual leave at the rate of 1.67 days per month. Administrative Personnel employed at 0.75 FTE but less than 1.0 FTE shall accrue annual leave on a pro rata basis. Faculty neither accrue nor are eligible to use annual leave.

Accrued leave in excess of forty (40) days is forfeited without pay on June 30 each fiscal year. Upon termination, Professional Personnel receive compensation for all accrued but unused annual leave up to forty (40) days.

Sick Leave - Faculty and Administrative Staff

Full-time Faculty and Administrative Professional Staff shall be granted 1.25 days (10 hours) of paid sick leave per month at the salary in effect at the time the sick leave is used. Leave is available for use on the first day of the month following the month in which it was earned, and may be used for a fraction of a work day. Sick Leave may be used for the following reasons:

  • The employee is unable to work due to his or her own illness or injury;
  • The employee is caring for a child, parent, spouse, or other member of the employee's household who is incapacitated due to illness or injury and who relies on the employee as his or her primary caregiver; or
  • The employee is eligible for Family and Medical Leave (FMLA).

Accrual of Sick leave:

  • Effective July 1, 2012, full-time Professional Personnel hired on or before January 25, 2012 shall be granted an accrued sick leave bank of 66 days (528 hours). Employees will accrue leave beginning August 1, 2012 as outlined in the Professional Personnel Employment Handbook.
  • Professional Personnel hired after January 25, 2012 will be advanced a personal sick leave bank of 15 days (120 hours) which is available for immediate use and, in employee's thirteenth month of employment will begin to accrue paid sick leave as set forth in the Professional Personnel Employment Handbook.
  • Full-time Professional Personnel may accrue a maximum of 90 days (720 hours) of sick leave. Personnel employed at 0.50 FTE or more but less than 1.0 FTE may accrue on a prorated maximum. Employees whose employment by Colorado Mesa University is voluntarily or involuntarily terminated shall not be entitle to any compensation whatsoever for unused sick leave.

Family and Medical Leave (FMLA)

The Family and Medical Leave Act of 1993 was enacted on February 5, 1993 and became effective for most covered employers on August 5, 1993. As enacted in 1993, FMLA entitled eligible employees of covered employers to take job-protected, unpaid leave, or to substitutes appropriate accrued paid leave, for up to a total of 12 workweeks in a 12-month period for parental leave, family medical leave and/or personal medical leave. On January 28, 2008, President Bush signed into law the National Defense Authorization Act for FY 2008. The NDAA expanded the FMLA to allow eligible employees of covered employers to take FMLA-qualifying leave because of any qualifying exigency arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on active duty in the Armed Forces in support of a contingency operation. The NDAA also provided that an eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member shall be entitled to a total of 26 workweeks of leave during a single 12 month period to care for the service member.


Professional Personnel are eligible for FMLA if they have been employed for as least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave. The 12 months an employee must have been employed by the employer need not be consecutive months. However, with a few exceptions a continuous break in service of 7 years or more need not be counted.

Types of Leave

  1. Parental Leave. Employees may take parental leave to care for their children following birth or to care for children placed with them for adoption or foster care.
  2. Family Medical Leave. Employees may take FMLA to care for family members who have a serious health condition.
  3. Personal Medical Leave. Employees may take personal medical leave if they have serious health conditions that make them unable to perform the functions of their positions.
  4. Military Qualifying Exigency. Employee can take lave for spouse, child, or parent on active duty or called to active duty in support of contingency operation as a military service member who is part of the National Guard or Reserves.
  5. Military Caregivers Leave. Employee who is the spouse, son, daughter, parent, or next of kin of a covered serviceable shall be entitled leave during a single 12 month period to care for the service member

Employee Notice

As with any type of leave, advance notice and approval is expected, except in emergencies. You must give at least 30 days written notice (including electronic leave systems) before leave starts. If 30 days notice is not possible, notice is expected as soon as practical. "As soon as practical" means at least verbal notice within two business days of learning of your need for leave followed by written confirmation. If you do not provide timely notice, your rights to family/medical leave may be affected.

Contact Human Resources for more information or reference the Professional Personnel Employment Handbook.

Discretionary Leave - Faculty and Administrative Staff

Two days non-cumulative discretionary leave per fiscal year with pay will be granted to all full-time Professional Personnel. This discretionary leave is to be used at the option of the employee for personal reasons. The employee is responsible for giving advance notice to and approval from his/her Department Head or supervisor, who will subsequently notify the appropriate Vice President.

The appropriate supervisor must be satisfied with arrangements made for classes by Faculty taking discretionary leave before the leave is authorized.

Sabbatical - Faculty

Full-time Faculty member, except Non-tenure-track Faculty, are eligible for a paid sabbatical leave when they have completed seven Academic years of continuous service to the College. A maximum of one Academic Year per fiscal year may be accrued toward sabbatical leave eligibility. Credit toward eligibility may not be earned by service during summer sessions.

You may find detailed information about Sabbatical Leave in the Professional Personnel Employment Handbook or contact Academic Affairs.

Administrative Leave - Faculty and Administrative Staff

The President may authorize administrative leaves with full or partial pay that, in the judgment of the President, are beneficial to the College or essential to the welfare of the individual. Such leaves, if paid, are not to exceed ten (10) working days without notice to and approval by the Trustees. Such leaves, if unpaid, may be authorized not to exceed sixty (60) calendar days to engage in professional activities. Leaves granted under this subsection may not violate section 23-5-123, C.R.S.


The President of the College is authorized to grant bereavement leave in the event of imminent death or death in the immediate family of Professional Personnel. Leave of up to forty (40) work hours with pay may be granted. "Immediate family" includes wife, husband, children, parents, grandchildren, grandparents, brothers, sisters, nephews, nieces, aunts, uncles, parents-in-law, brothers-in-law, sisters-in-law, daughters-in-law, and sons-in-law. Bereavement leave may also be granted for other persons not included in this listing whenever it is determined that the granting of such leave is appropriate based on the relationship of the employee to the deceased.

Court and Jury Leave

An employee shall be granted jury leave with pay for the period he/she is required to serve on jury duty. Compensation received for such services shall be retained by the employee. The employee is responsible for obtaining and providing to MSC the employer copy of the Juror Service Certificate which states the dates the employee served on jury duty.

Please reference the Professional Personnel Employment Handbook for specific policies in reference to Court and Jury Leave.

Military Leave

Colorado Mesa University Military Leave is intended to comply with applicable federal and state laws governing military leave rights. Please reference the professional Personnel Employment Handbook for specific provisions for Military Leave and Military Training Leave.

Additional Links, Forms and Contact Information:

Leave Request Form - Professional Staff