Many UC Davis employees will be getting the gift of "time" this holiday period. The UC system is instituting a new one-time program that gives two days bonus paid leave for eligible non-represented staff employees.

The program is part of UC's ongoing efforts to reward the many contributions and continued dedication of its employees, especially in the face of multiple-year budget cuts and no systemwide salary increases for staff employees, said Dennis Shimek, senior assistant vice chancellor of Hu-man Resources.

"In difficult budgetary times it is important to find creative ways to recognize and compensate our employees," Shimek said. "This bonus leave program reflects the university's appreciation for their efforts, contributions, service and loyalty."

Consistent with the program's intent, the bonus leave will, in most cases, be used during the December 2004 holiday period, specifically on Dec. 28 and 29.

The program is distinct from other paid leave programs such as holidays, vacation or paid administrative time off.

The two-day leave program will provide two additional paid leave days (16 hours for full-time employees, less for part-time employees) to non-represented staff employees who do not receive a general salary increase in 2004-05.

"Based on comments during the formal notice period earlier this year," said Shimek, "the program has been revised to ensure that all eligible employees receive the bonus leave in as efficient and timely fashion as possible."

Shimek noted that if absences on the bonus days -- Dec. 28-29 -- present clear operational concerns, then deans and vice chancellors have been delegated the authority to schedule alternative days.

"This authority may be re-delegated to department heads who will maintain a written record of exceptions that are based on operational concerns," he said.

Shimek explained that the alternative days must be used between Dec. 1, 2004 and Jan. 31, 2005.

With respect to represented or union employees, Shimek said, the leave program is currently subject to collective bargaining requirements. The results of these discussions will be announced as soon as this process is complete, he added.

Academic, UC Davis Health System, and Department of Energy Laboratory employees are not covered by this program. However, an equivalent approach is being developed for health system staff employees, Shimek said.

The Bonus Leave Program is established for one year only.

Eligibility

For this program, he said, individual salary increases -- such as promotional increases, equity increases, temporary stipends, and special non-base payments -- are not considered a general salary increase. Again, only employees not receiving a salary increase are eligible.

Other eligibility requirements also exist. To participate, one must be a staff employee with a career, limited, partial-year career, contract or floater appointment. Employees with per diem and casual-restricted (student) appointments are not eligible. Also, an employee must have been hired on or before Oct. 1, 2004, and must be on active status and appointed at 50 percent or more time on Dec. 1, 2004.

Part-time employees will receive a pro-rated bonus leave, which will be based on their appointment percentage on Dec. 1, 2004.

For example, an employee who is appointed at 50 percent time will receive two four-hour days of bonus leave. Employees participating in the START (voluntary time reduction) program will receive bonus leave based on their pre-START appointment percentage.

The Bonus Leave Program is one of several measures UC has taken recently to help offset disappointing state funding for salaries the last few years.

Shimek said, "Other measures have included several deferred retirement income (CAP) programs and restructuring the university's health benefits costs so as to mitigate the impact of increasing health insurance premiums on employees, especially the university's lower-paid workers." For more information, contact UC Davis Human Resources at (530) 754-8892.