Types of Leaves
The following is an overview of the available leaves governed by the New Jersey Administrative Code.
For more information on the following types of leaves, please visit the Office of Human Resources to speak with a personnel representative.
Full time classified employees shall be granted three days of administrative leave
in each calendar year for personal business, including emergencies and religious observances.
Priority in granting such leave requests shall be for emergencies; religious holidays,
and personal matters.
Permanent part-time classified employees shall be entitled to a proportionate amount of paid administrative leave. Ten month classified employees receive two days of administrative leave annually.
Employees hired during the calendar year shall be granted one-half day of administrative leave for each full calendar month of employment up to a maximum of three days leave for the remainder of the calendar year. Administrative leaves shall be credited at the beginning of each calendar year.
Administrative leave does not accumulate from year to year, and may be taken in conjunction with other types of paid leave. Unused balances will be canceled at the end of each calendar year.
Employees in the career, senior executive or unclassified service who is a duly authorized representative shall, upon request, be granted a leave of absence with pay for a period of up to five days in any calendar year to attend any State or national convention of any one or more of the established veteran's organizations, and the New Jersey Civil Service Association. Written notice from the appropriate organization indicating that the employee is a duly authorized delegate shall be submitted to the appointing authority prior to the convention. A certificate of attendance shall be submitted to the appointing authority after the convention indicating the delegate's attendance.
A State employee shall be eligible to receive donated sick or vacation leave if the employee has completed at least one year of continuous State service; is suffering from a catastrophic health condition or injury which is expected to require a prolonged absence from work by the employee, or is needed to provide care to a member of the employee's immediate family who is suffering from a catastrophic health condition or injury; and has exhausted all accrued sick, vacation and, administrative leave and all compensatory time off.
A State employee may request that the employer approve his or her participation in
the program, as a leave recipient or leave donor. Medical verification shall be submitted
to the appointing authority from a physician or licensed health care provider concerning
the nature and anticipated duration of the disability resulting from serious health
condition or injury.
When the appointing authority has approved an employee as a leave recipient, the employer shall, with the employee's consent, post or circulate the employee's name along with those of other eligible employees in a conspicuous manner to encourage the donation of leave time, and shall provide notice to all negotiations representatives in that appointing authority.
A leave recipient must receive at least five sick days or vacation days or a combination
thereof from one or more leave donors to participate in the donated leave program.
A leave donor shall donate only whole sick days or whole vacation days and may not
donate more than 10 such days to any one recipient.
A leave recipient shall receive no more than 260 sick days or vacation days, and shall not receive, any such days on a retroactive basis.
A leave donor shall have remaining at least 20 days of accrued sick leave if donating sick leave and at least 12 days of accrued vacation leave if donating vacation leave.
While using donated leave the recipient shall accrue sick and vacation leave and be entitled to retain such leave upon his or her return to work.
Any unused donated leave shall be returned to the leave donors on a prorated basis upon the leave recipient's return to work, except that if the peroration of leave days results in less than one day per donor to be returned, that leave time shall not be returned.
To be eligible, employees must have worked for the employer for at least 12 months for a minimum of 1,250 hours. Eligible employees are entitled to 12 weeks of FMLA leave in a 12 month period. The employee must have a serious health condition that involves incapacity or treatment in connection with or resulting from inpatient care in a hospital, hospice, or residential medical care facility; any period of incapacity requiring absence from work, school, or other regular daily activities, of more than three calendar days, that also involves continuing treatment by a health care provider; or continuing treatment by a health care provider for a chronic or long term-health condition that is incurable or so serious that if not treated, would likely result in a period of incapacity of more than three calendar days; or for prenatal care.
Classified employees shall be granted time off with pay to appear as a witness or a party before a judicial or administrative body or legislative committee when such appearance is part of the job function. If an employee appears as a witness or a party during his or her normal day off, the employee shall be compensated as provided in the rules governing overtime compensation.
When appearance before a judicial or administrative body is not part of the job function,
a State employee in the career or senior executive service shall be granted time off
with pay when summoned as a witness in a proceeding to which he or she is not a named
party, and shall be granted time off without pay to appear at a proceeding to which
he or she is a party. However, an employee is entitled to time off with pay to attend
his or her worker's compensation proceeding.
Unclassified employees may be granted such leave in accordance with the above.
When a permanent employee is appointed by the Governor to an office, the appointing authority shall grant and record a leave of absence without pay for the period of appointment, provided that the employee requests such a leave of absence prior to the appointment. Upon the expiration of the leave, the employee shall have the right to return to the former title and receive all the benefits of that title as if he or she had remained in that title.
The employee shall be entitled to return to his or her permanent title within six years from the date the leave begins, provided that a written request to return is submitted to the appointing authority before the leave expires. If the term of the elective office exceeds six years, the employee's name shall be placed on a special re-employment list at the expiration of the six years.
Unclassified employees may be granted such leave with or without pay at the discretion of the appointing authority.
Employees shall be granted leave with pay for the time required to attend jury duty that is scheduled during work hours. Time required for jury duty includes actual time spent in commuting.
Employees shall be granted up to their normal number of work hours in any one day
to attend jury duty. Employees who do not work on a fixed workweek schedule may be
granted up to eight hours leave in any one work day.
Employees shall submit written verification of attendance signed by a representative of the court.
- Time served for jury duty is time off with pay. Employees who are required to appear for jury duty should present a note from the Jury Manager indicating the time served to Dawn Channell in the Office of Human Resources.
- Employees who have been summoned but not required to appear for jury selection should report to work as normal.
- Stockton University Procedure: Leaves of Absence - Paid
- Stockton University Policy: Management Policy-Leaves of Absence
An appointing authority may grant permanent or unclassified employees a leave of absence
without pay for a period not to exceed one year. A leave may be extended beyond one
year for exceptional circumstances upon request by the University and written approval
by the Department of Personnel. Temporary employees are not entitled to the leaves
The University may permit an employee to return from a leave of absence without pay prior to its conclusion.
An employee who enters the military service in time of war or emergency, or for any
period of training, or pursuant to any selective service system, shall be entitled
to a leave of absence without pay for the period of such service and three months
During such leave of absence, the employee shall continue to accrue seniority and salary increments, if applicable, in his or her title.
An employee in the career, senior executive or unclassified service who is a member
of the national guard or other component of the organized militia of the State of
New Jersey shall be entitled to a leave of absence with pay not to exceed 90 days
in the aggregate in any one year that he or she is required to engage in active duty
or active duty for training.
A leave of absence with pay shall also be granted for other military duty when ordered by the Governor in case of insurrection, breach of peace, national disaster or imminent danger to public safety.
An employee who is a member of the organized reserves of the Army, Navy, Air force or Marine Corps of the United States or other affiliated organizations shall be entitled to a leave of absence with pay on days on which he or she is required to engage in field training, but only that training which consists of participation in unit training field operations and is a part of the required annual tour of duty in order to be a member of that component. However, appointing authorities may reschedule an employee's work time to avoid conflict with military field training.
Employees in classified or unclassified service who request leave with or without
pay due for reason of disability due to pregnancy shall be granted leave under the
same terms and conditions as those applicable to such employees for sick leave or
leave without pay. The University may request acceptable medical evidence that the
employee is unable to perform her work because of disability due to pregnancy.
An employee may use accrued sick, vacation or administrative leave for pregnancy-disability purposes but shall not be required to exhaust accrued leave before taking a leave without pay.
An employee must exhaust all accrued sick leave to be eligible for New Jersey Temporary
Child care leave may be granted to employees under the same terms and conditions as all other leaves without pay.
Faculty and full-time employees receive credit for one (1) working day for the initial
month of employment if they begin work on the first through the eighth day of the
calendar month. Employees who begin work on the ninth through the twenty-third day
of the month receive credit for one-half working day for that month. Employees who
begin work after the twenty-third day of the month shall not receive any paid sick
leave for that month. After the initial month of employment and up to the end of the
first calendar year in which they are employed, employees receive credit for one working
day for each month of service. Managerial employees will be credited similarly on
a fiscal year basis.
Upon beginning their second year of employment, and thereafter, all permanent full-time employees shall be credited with fifteen days of sick leave at the beginning of each calendar year. Managerial employees receive similar sick leave credited at the beginning of the fiscal year.
Part-time and 10 month employees shall be entitled to a proportionate amount of paid
sick leave prorated based upon their classified or unclassified status.
Unused sick leave accumulates from year to year. An employee who exhausts all accumulated sick leave will not be credited with additional sick leave until the beginning of the next calendar fiscal year.
Intermittent days off without pay will be aggregated and considered as a continuous leave for calculation of reduced sick leave credit. Eleven working days of such absence will result in a reduction of one-half of a month's entitlement.
Sick leave may be utilized when an employee is unable to work for reason of personal
illness or injury; exposure to a contagious disease; medical appointments which cannot
reasonably be arranged during off duty time; acquisition of an auxiliary aid provided
it is necessary for the disabled employee to function on his/her job; death in employee's
immediate family; care, for a reasonable period of time, of a member of the immediate
family who is seriously ill.
Other leave balances may be used at the employee's request to maintain the employee in payroll status when sick leave has been exhausted. Application for such use of other leaves must be made on a Leave Request Form and approved by the employee's Supervisor. A leave of absence without pay may be requested and approved based on the recommendation of the Supervisor and the Office of Human Resources.
When the use of sick leave is anticipated or known in advance, such as medical appointments, scheduled surgery, etc., a Leave Request Form must be completed, signed and submitted to the Supervisor for his/her approval prior to the departure from duty.
In order to be eligible for family medical leave, classified and unclassified employees must be employed by the University for a minimum of twelve months and worked not less than 1,000 hours, excluding overtime, during the last twelve-month period. Eligible employees are entitled to a family medical leave in relation to the birth of a child of the employee, the placement for adoption of a child with the employee; the serious health condition of a family member of the employee.
An employee shall be entitled to a family leave of 12 weeks in any 24 month period. Such leave may be taken in intermittent periods. The leave will be unpaid. For a paid leave, an employee may utilize accrued time; vacation or administrative leave, or a combination of both.
Prior to the granting of family leave, the employee must provide the appointing authority with prior notice of the leave in a manner which is reasonable and practicable.
New classified employees receive entitlement for one working day for initial month
of employment if they begin work on the 1st through the 5th day of the calendar month,
and one-half working day if they begin on the 9th through the 23rd day of each month.
After the initial month of employment and up to the end of the first calendar year,
employees shall receive one working day for each month of service.
Classified employees receive entitlement for twelve working days of vacation annually during the first full calendar year through the fifth year of service; fifteen working days of vacation annually from (sixth through the twelfth year of service; twenty working days of vacation annually from the thirteenth through the twentieth year of service; and twenty-five working days annually after the twentieth year of service.
Unclassified employees, other than faculty, receive 22 days of vacation entitlement
annually which will be credited at the beginning of each calendar year. Managerial
employees are credited 22 days of vacation at the beginning of each fiscal year. Permanent
part-time employees and 10 month staff shall receive a proportionate amount of paid
vacation entitlement at the beginning of each calendar year. Faculty do not have entitlement
to vacation leave.
Intermittent days off without pay will be accumulated and a reduction in vacation entitlement calculated similar to unused sick leave.
Vacation is credited in advance in anticipation of continued employment for the full
year and may be used on that basis. When an employee has an earned vacation balance
which has not been scheduled for use as of October 1, the supervisor will meet with
the employee to determine the scheduling of such vacation.
The maximum permissible carry over at the end of the year is equivalent to one year of vacation entitlement.
Use of Vacation Time should be pre-approved by the supervisor. Please use the Time Accrual/Leave Request form.
An employee who wishes to participate in the program shall request, in writing, approval for such participation from the employer.
We stand at the ready to assist you with all of your benefit and leave needs and questions.
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We look forward to getting you what you need, answering your questions, and/or connecting you with the HR/Payroll team member that can best help you.