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Combined Time Off (CTO)

CTO can be used for vacation, personal illness, doctor’s appointments, and other personal reasons, including care of immediate family.

Departments establish practices for providing notice of absences from work and for scheduling time away. Some departments whose workload is directly dependent on students being on campus take their time off when students are not in residence. Other departments schedule time off by mutual arrangement based upon the person’s need and the department’s workload.

Earning CTO

• Full-time benefit-eligible staff accrue CTO the last day of each pay period.
• CTO does not accrue when an employee has reached the maximum accrual.
• CTO does not accrue when an employee is on unpaid leave, including military leave.
• Employees who are in the “part-time with partial benefits” category receive 30 hours of CTO upon their part-time benefit-eligible employment date and each part-time benefit-eligible anniversary date thereafter. The maximum accrual for this employment category is 45 hours.
• Employees (both exempt and non-exempt) who work less than 12 months per year, or who have a prorated or alternate work schedule, will accrue leave based on their scheduled months and/or hours of work.
• Faculty appointed to term administrative roles, such as; Assistant/Associate Dean, Assistant/Associate Provost, and Directorships do not participate in the CTO Program.
• Staff Assistant Coaches do not participate in the CTO Program.

Using/Recording CTO

• CTO can only be used during the months in which the employee is scheduled to work.
• Non-exempt employees should record actual hours used. Exempt employees should record
• CTO for full days away or half days away.
• Employees may not elect to take leave unpaid if accrued time exists in their CTO bank without prior approval from Human Resources, and only then for exceptional circumstances.
• To learn more about recording CTO, refer to for Workday job aids under Time Entry and Time Off.

CTO to SLR Transfer

• To ensure employees who are at or near their CTO maximum continue to earn CTO each pay period, Workday automatically transfers hours from the CTO plan to the SLR plan when you are within 20 hours of your CTO maximum provided the SLR plan is not at its maximum accrual of 60 days.
• For 35 hour/week employees, the transfer occurs when your CTO balance is more than 295 hours.
• For 40 hour/week employees, the transfer occurs when your CTO balance is more than of 340 hours.

CTO Payout Upon Separation

• Employees who leave the University will be paid for unused CTO up to a maximum of 20 days, if CTO has been recorded appropriately throughout employment.
• Employees (both exempt and non-exempt) who have an alternate work schedule will be paid for unused CTO up to a maximum 4-weeks’ schedule. 
• Employees in Administrative positions who are eligible to participate in the CTO plan, and subsequently move to a Faculty position, will be paid for any unused CTO up to a maximum of 20 days.
• Full-time benefit-eligible employees who transfer to a part-time with partial-benefits position will have 90 days to use CTO hours more than 45 hours. On day 90, a balance more than excess of 45 hours will be forfeited. Employees will not earn additional CTO until their next anniversary date. 

CTO Accrual Charts

Sick-Leave Reserve (SLR)

Full-time benefit-eligible staff receive one week of SLR upon employment based on the employee’s weekly scheduled hours. Additional time credited to the SLR is the result of an automatic transfer from the CTO plan when an employee is nearing the CTO maximum.

Part-time with partial benefits employees do not receive SLR. They receive 30 hours of CTO upon their part-time benefit-eligible employment date and each anniversary date thereafter to be used for paid time off such as vacations and illnesses.

SLR can be used for personal illnesses or doctor’s appointments, doctor’s appointments for immediate family members, or to care for an ill member of the immediate family*. SLR can also be used to cover the first ten working days of an employee’s extended absence due to a serious illness or injury. After the first ten working days, eligible employees will be covered by the University’s Short-Term Disability plan for up to six calendar months.

The number of days in the SLR is capped at 60 to cover the 12 weeks allotted for family and medical leave in circumstances when the University’s Short Term Disability plan does not apply. Employees who leave the University are not paid for time in their Sick-Leave Reserve.

*Immediate family includes spouse or domestic partner, parents, grandparents, stepparents, children, grandchildren, siblings, brothers/sisters-in-law, sons/daughters-in-law, and father/mother-in-law.

Bereavement Leave

Bereavement Leave provides time for grieving the loss of a close family member and for the purpose of planning and attending the funeral/memorial of a close family member. Paid leave is arranged directly with the supervisor. Supervisors should consult Human Resources for requests for extended bereavement leave.

Requests for paid leave at the time of a death of a person outside the immediate family should be considered on an individual basis.

University Holiday Schedule

To provide employees meaningful time off and a well-deserved break, University holidays include a full week at Thanksgiving and two full weeks over Winter Break.

Coverage in some departments may be required on holidays. Memorial Day is only observed in years when undergraduate commencement has already occurred.

To assist with security, cleaning and heating of buildings, all Department Directors are requested to notify Public Safety and University Facilities if your department will be staffed during the Thanksgiving and Winter Holiday closures.

2026 Schedule

Note: Employees in “part-time with partial benefits” positions receive only the holidays noted in BOLD above and only for hours they would have normally been scheduled to work.

2027 Schedule

Note: Employees in “part-time with partial benefits” positions receive only the holidays noted in BOLD above and only for hours they would have normally been scheduled to work.

Religious Holiday Observance

Our university community includes individuals with various religious beliefs, and it is important to recognize and respect the observance of religious holidays. While the operating needs of the department must be met, supervisors should make practical accommodations to work schedules for individuals who request time off in advance for religious holidays. If the time away from work for a religious holiday is approved, an employee may use accrued CTO time. Supervisors may also permit employees to take time off without pay or to rearrange work schedules during the week in which the holiday occurs to make up for missed work time.

A representative list of holidays for the 2026-27 academic year from several major traditions is noted below. These are only representative holidays, and this list is not exhaustive.

* Holiday begins/ends at sundown on indicated date