Â鶹´«Ã½AV

Medical residents do not receive paid national or state holidays. Exempt employees receive their regular salary during a week in which a holiday occurs, regardless of whether they work or have the day off. If annual leave is taken over a holiday, the time will be deducted from the resident’s annual leave. If the resident has exhausted their annual leave, the time off will be leave without pay (LWOP).

Annual leave with pay will be accrued at 1 ¼ working days per full month of continuous service. Part-time medical residents shall be granted a pro-rata amount of annual leave. Annual leave may be accumulated up to a maximum of 15 work days at the last day of each month. Annual leave which is unused will not be carried forward to the new training year.

Will begin with 15 days upon hire. After 12 months from the hire date, will accrue at the rate of 1 ¼ working days per month, and will be added to any remaining balance of unused sick leave. Part-time medical residents shall be granted a pro-rata amount of sick leave.

The maximum amount of sick leave that can be accrued is 15 days. Any unused sick leave may be carried forward from year to year. Sick leave may not exceed 15 work days at the last day of each month.

Annual time | The maximum amount of annual leave that can be accrued is 15 days. Annual leave which is unused will not be carried forward to the new training year. Annual leave may not exceed 15 work days at the last day of each month.

Sick time | The maximum amount of sick leave that can be accrued is 15 days. Any unused sick leave may be carried forward from year to year. Sick leave may not exceed 15 work days at the last day of each month.

Medical Residents shall not be paid for any unused annual leave upon termination of employment.

Residents are allowed up to five days for administrative leave each academic year. This leave is to be used for educational purposes such as attending conferences, presenting at scientific meetings or other educational activities approved by the program director. Each program must have a departmental policy that articulates what constitutes an educational activity and describes when this time may be used.

This time will not be allowed to roll over from one academic year to the next.

The Dean may grant leaves of absence, at his or her discretion, for periods of short duration. Such request must come from the Program Director and the Associate Dean for Graduate Medical Education and state his or her concurrence prior to sending the subject request to the Dean.

Arrangements for the premiums of health and dental insurance and all other University obligations are the responsibility of the resident during these leave periods and must be made through the individual department and/or the Office of Graduate Medical Education. Insurance premiums are charged at full institutional cost to those working fewer than fifteen calendar days per month.

Leave of absence without pay may, at the discretion of the Program Director with approval from the Dean, be extended up to a maximum of 12 months. This must be documented in writing with copies to the Office of Graduate Medical Education.

Make up time for purposes of board eligibility is determined by the specific policy of each specialty board. Contact the Program Director for specific requirements for the specialty in question.

The Family and Medical Leave Act (FMLA) of 1993 entitles eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a "rolling" 12-month period for specified family and medical reasons.  See .

Eligibility

Must have worked:

• For the State of Nevada for 12 months or more (need not be continuous); and
• At least 1,250 hours over the previous 12 months (all hours in "paid status" are used for calculation purposes).

Qualifying events include:

• The birth of a child, or to care for the newborn;
• Placement of a child with you for adoption or foster care, or to care for a child after placement;
• Care for a spouse, child, or parent who has a serious health condition; 
• Serious health condition that makes you unable to perform your job; or
• Qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.

My pay and benefits

• FMLA leave runs concurrently with the use of eligible employee’s paid time off accruals (i.e., sick time, annual time, compensatory time).
• FMLA leave will be unpaid if the employee is not eligible for accrued time off.
• Group health insurance coverage will be maintained during FMLA leave. If you normally pay a portion of the premiums for coverage or have dependent coverage, these payments continue to be your responsibility.
• Upon return from leave, you must be restored to your job, or to an equivalent job with equivalent pay, benefits, and other terms and conditions (unless you would not otherwise have been employed in such a job). (NAC 284.5231 through 284.5239, 284.558, 284.566, 284.581 through 284.5813)

How to Apply

FMLA requests for the Â鶹´«Ã½AV are initiated through Workday. The leave request can be initiated through the Time Off Worklet under Request and Leave of Absence. Once the request is submitted, the required medical certification will be delivered to the employee’s Workday inbox. The medical certification is to be printed and provided to the treating medical provider. Upon completion, the medical certification is to be uploaded into the employee’s Workday inbox task for final submission. Medical certification is due within 15 days of the initial request for FMLA.

May use three sick days per contract year for bereavement leave for immediate family members. Immediate family is defined as an employee's parents, spouse, children, brothers, sisters, grandparents, great-grandparents, uncles, aunts, nephews, grandchildren, nieces, great-grandchildren, father-in-law, mother-in-law, son-in-law, daughter-in-law, grandfather-in-law, grandmother-in-law, great-grandfather-in-law, great-grandmother-in-law, uncle-in-law, aunt-in-law, brother-in-law, sister-in-law, grandson-in-law, granddaughter-in-law, nephew-in-law, niece-in-law, great-grandson-in-law, great-grand-daughter-in-law, step-parents and step-children. (NAC 284.562) 

Employees who are members of Federal Reserve forces or the Nevada National Guard are entitled to serve without loss of regular compensation for a period not to exceed 15 working days in any calendar year. Additional military leave may be granted for periods in excess of 15 working days.

See , Title 4, Chapter 3, Section 20.

Civil leave with pay will also be granted for the following reasons:

• If you meet the conditions of NRS 293.463 and need time off to vote;
• If you meet the conditions of NRS 284.357 as a volunteer firefighter, emergency medical technician, volunteer ambulance driver or attendant, or reserve member of a police department or a sheriff's department;
• If your absence from the job is necessary to meet a disaster or emergency and it is approved by your appointing authority. (NAC 284.587)
• If you are required to perform active military service during your employment with the State of Nevada, you will be granted a leave of absence for the period of your military service plus a period up to 90 days. If your gross State pay is more than your gross military pay, you will be eligible to receive differential pay to supplement your military pay. If you serve less than 90 days of active military service, you will be restored to your same position, at the grade and step you would have held had you not served in the military. If you serve longer than 90 days, you must be reemployed in your former position or a comparable position having seniority and pay equal to that which you would have held had you not served in the military. (NRS 281.145, NRS 284.359) 

Military leave will be granted upon presentation of official orders at a rate of three weeks per academic year. Any period beyond that time will be leave without pay.