We wanted to provide additional clarity around vacation time off and carryover deadlines, after a number of questions were received following Recap 12.
Please see the below FAQ for further details, and if uncertainty remains, please submit additional questions via the Comment on This Topic button at the end of the story in Recap 12.
This topic will also be addressed at the One MICA, All-Campus Community Town Hall, which is scheduled for Wednesday, April 7 from 2:15 to 3:45 p.m.
- NOTE: This will be the first of an ongoing series of monthly community check-ins to share important MICA information with all constituents at the same time, promote community engagement, support dialog, and ultimately foster common understanding and team efforts. These town halls will be recorded for viewing by those who cannot make the actual meeting times.
Q: It's mentioned employees who have to take ULD can have an extension, but what about employees who were long-term furloughed? Will we also have an extension on unused/accrued vacation days?
All staff vacation that was accrued prior to 07/01/2020 is included in the extended vacation policy.
Q: Can some guidance be given on how to assess which vacation days we have accrued from which work periods (and therefore when they expire)? I am looking at my Time-Off Balance in Workday and I'm not sure how to assess this.
From your Workday dashboard:
- Click: Absence
- Click: Absence Balance
- Enter: As of Date 07/01/2020
- On the report the Ending Period Balance is the total hours you must use between July 1, 2020 and May 31, 2022
Note: Workday is designed to use the oldest available accruals first.
Q: How can an employee calculate carryover hours based on whether they work 35 or 40 hour weeks?
The number of hours is based on your daily work schedule. If you work a 35-hour workweek, your normal scheduled hours are seven per day. If you work a 40-hour workweek, your normal scheduled hours are eight per day. Multiply the number of days times your daily work hours (i.e. 10 days = 70 or 80 hours)
Q: Can you clarify details around the extensions regarding carrying over vacation time?
Due to the original extensions that were communicated in spring and fall of 2020, the policies in Workday have been updated to reflect the following expiration of accruals:
Q: It is great that MICA is offering PTO for vaccines. In the information provided it says eligible employees, who counts as eligible? Are part-time employees able to use these benefits even if we do not normally have PTO?
Yes, all employees are eligible. This benefit will be prorated for part-time employees based on their standard hours per week. For example, if your standard hours are three per day, you will be paid for up to two hours for each appointment (totaling up to four hours of total pay) and for up to 6 hours (2 paid days) if you experience side-effects that prevent you from working after receiving the COVID-19 vaccine.
Getting the vaccine:
Eligible employees who need to take time off for their COVID-19 vaccine will be paid for up to two hours for each appointment (totaling up to four hours of total pay). Supervisors are required to enter department-sponsored leave for employees in Workday and add comments that explain the purpose of the leave (ex: COVID-19 Vaccination).
Side effects after getting the vaccine:
MICA will provide up to two paid days to all eligible employees who experience side effects that prevent them from working after receiving their COVID-19 vaccination. Supervisors are required to enter department-sponsored leave for employees in Workday and add comments that explain the purpose of the leave (ex: COVID-19 Vaccination side effects).