PSU/MTA Unit A Paid Leave Accruals

As a full-time employee in a position covered by the PSU/MTA Unit A CBA you receive 6 paid personal leave days each January for use during that calendar year. Part time employees and employees who are hired after March 31st receive a pro- rated amount during the first calendar year of employment. Your personal time must be used by the end of the calendar year or it will be forfeited. In the first year of employment those newly hired into a position  are awarded personal days based on their date of hire:

        Start Date               Personal Time
                                               (days)
          Jan. - Feb.                        5
          March. - April                  4
          May - June                       3
          July - Aug.                        2
          Sept. - Oct.                        1
          Nov. - Dec.                        0

As a full-time employee in a position covered by the PSU/MTA Unit A CBA you accrue 5.76 hours of vacation time each pay period (2 weeks) for a total of 20 days per year. This accrual is pro-rated based on both your position’s full-time equivalency and amount of time paid.

Vacation accruals increase based on years of full-time equivalent service (as below). Any vacation accrued when you have hit the maximum 64 day-vacation maximum is converted into sick time. The balance of unused vacation time is paid after departure from employment. .

Length of Continuous full-time "Seniority"
     -  Vacation Leave Accrued

Up to 5 years
     -  20 days per year

Five (5) years to 10 years
     -  21 days per year

Ten (10) years to 20 years
     -  22 days per year

Twenty (20) or more years
     -  23 days per year

As a full-time employee in a position covered by the PSU/MTA Unit A CBA you accrue 4.03 hours of sick time each payroll period (2 week) for a total of 14 days per year. Sick leave accruals are pro-rated based on your position’s full-time equivalency and amount of time paid.

Sick leave may be used in the following conditions:

1. When a bargaining unit member cannot perform his/her duties because they are incapacitated by personal illness or injury;
2. When the spouse, domestic partner, child, parent, or sibling of either a bargaining unit member or their spouse or domestic partner, or the bargaining unit member’s grandparent or grandchild, or a relative living in the immediate household of a bargaining unit member, is seriously ill
3. When through exposure to contagious disease, the presence of the bargaining unit member at heir work location would jeopardize the health of others;
4. To keep appointments with health care professionals. In such instances the normal requirement of advance notice and approval, which shall not be unreasonably denied, will be at least five (5) working days. However, the parties recognize that an unforeseen complication may arise from a regularly scheduled appointment with such a health care professional.
5. An employee may use up to a maximum of ten (10) days of accrued sick leave in a calendar year in order to attend to necessary preparations and legal requirements related to the employee's adoption of a child, except that in no event may an employee charge more than a total of sixty (60) days of accrued sick leave in a calendar year for adoption related purposes.
6. An employee may use up to a maximum of ten (10) days of accrued sick leave in a calendar year for necessary preparations and/or legal proceedings related to foster care of DSS children, such as foster care reviews, court hearings and MAPS training for pre-adoptive parents. This ten (10) day limit may be waived if needed for difficult placements.

You are automatically enrolled in the PSU/MTA Sick Leave Bank when hired into a position represented by PSU/MTA.

Upon the death of a spouse, domestic partner, child, parent, brother, sister, grandparent, grandchild, person living in the immediate household, or parent of a spouse or domestic partner, a bargaining unit member shall be entitled to leave without loss of pay for a maximum of four (4) consecutive working days. Evidence of the death may be required if the Employer/University Administration believes it necessary.

In the event of the death of a bargaining unit member's son-in-law or daughter-in- law or of the spouse's or domestic partner's brother, sister, grandparent or grandchild, a maximum of two (2) consecutive working days shall be available for use by a bargaining unit member.

In the event that the interment of, or memorial service for, any of the above- named relatives is to occur at a time beyond the bereavement leave granted, the bargaining unit member may request to defer one of the days to the later date.