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Ë¿¹ÏÊÓƵ provides paid time off to benefit-eligible administrative, service and support employees following the loss of an eligible family member, including the employee’s spouse, sponsored adult dependent, child (including stepchild and foster child), sibling, parent (including stepparent and parent-in-law), grandparents (including great-grandparents) and grandchildren.  

Find additional information in the HR-412 Bereavement Leave Policy.  

Ë¿¹ÏÊÓƵ provides paid and unpaid time off to benefit-eligible administrative, service and support employees to pursue professional development when it’s in the best interest of the University. 

Faculty eligibility and conditions for development leave are addressed in CRR 340.070. 

Get more detailed information in the HR-406 Development Leave for Administrative, Service and Support Employees Policy.  

University of Missouri employees who are members of the U.S. uniformed services are entitled to job-protected leave for military service in compliance with Missouri State Statute 105.270, USERRA and other applicable state and federal laws. 

This policy applies to all University of Missouri employees, including benefit-eligible academic, benefit-eligible administrative, service and support, variable hour, probationary and student employees. Employees called into active military duty and granted a military leave of absence from the University should be aware of benefit considerations. 

For more information about Military Leave, refer to the HR-405 Military Leave Policy.  

Staff and academic faculty who have completed at least one year of continuous, fully benefit-eligible employment immediately before the leave are eligible to receive a leave of absence with pay for solid organ and bone marrow donation and recovery. Employees are only eligible for leave if the employee is the person serving as the donor. 

Get more detailed information in the HR-416 Organ and Bone Marrow Donor Leave Policy. 

The Victims Economic Safety and Security Act (VESSA) is a Missouri law that requires employers to provide a specified amount of unpaid leave to employees that qualify as victims of domestic or sexual violence. It also requires that employees be afforded reasonable safety measures. Ë¿¹ÏÊÓƵ of Missouri adopted HR-417 after the VESSA legislation was enacted. 

Ë¿¹ÏÊÓƵ will provide up to two workweeks of unpaid leave during a 12-month period. VESSA leave may be taken intermittently or on a reduced work schedule. VESSA leave will not be provided if an employee has used all available FMLA leave in the same preceding 12-month period, regardless of the qualifying FMLA reason. 

Any employee who is eligible to vote in an election held within the state of Missouri may receive three successive hours' time off with pay for the purpose of voting. If an employee's working hours are such that they permit three successive hours between the opening and closing of the polls when not on duty, they are not eligible for any paid time off for the purpose of voting.  

Absence due to voting must be requested before Election Day. It is within a supervisor's right to specify the time an employee may be absent to vote.  

Get more detailed information about the HR-411 Voting Policy. 

Ë¿¹ÏÊÓƵ complies with state requirements to provide compensation and payment of medical expenses to eligible individuals who are either injured in a work-related accident or incur an occupational disease. 

Get more detailed information about the HR-409 Workers' Compensation Benefits Policy.