Holidays
Vacation
Sick Leave
Leaves of Absence
Tuition Remission
Medical and Dental Coverage
Life Insurance
Accidental Death and Dismemberment Insurance
Faculty and Staff Assistance Program
Salary Continuation
Long-Term Disability
Short-Term Disability
Flexible Spending Account Plan
Workers' Compensation Coverage
Retirement
Supplemental Retirement Program
Holidays
Please click here to access the Holiday Calendars.

Holidays falling on Saturday are usually observed on the preceding Friday, while those falling on Sunday are usually observed on the following Monday. Different pay policies are in effect should you be required to work on a holiday. Time off for floating holidays must be approved in advance by your supervisor and may be taken in fractions of a day. They must be taken during each calendar year, or they will be lost.
Vacation
After completing your probationary period, you are entitled to use paid vacation days. You accrue paid vacation time according to the respective vacation policy (www.miami.edu/hr-policies). Vacation requests or changes to previous requests must be approved in advance according to departmental procedures. Your supervisor reserves the right to assign vacation periods due to work demands. Upon termination of employment, you will be paid for unused vacation allowable according to your classification and length of employment. Part-time regular employees working 50 percent or more receive vacation time according to their work schedule.

Exempt Employees
Employees hired before September 1, 1999 accrue 22 paid vacation days for each complete year (12 months) of service at the University of Miami. Employees with a date of hire on or after September 1, 1999 accrue vacation according to the schedule below. (Research employees with an appointment of less than 12 months do not accrue vacation time.)
  • Ten vacation days per 12 months of employment for the first two years of continuous employment.
  • Fifteen vacation days per 12 months of employment for the third through the tenth year of continuous employment.
  • Twenty-two vacation days per 12 months of employment for 11th and successive years of continuous employment.
  • Upon termination of employment, administrative/professional employees will be paid up to a maximum of 44 days of unused vacation and research employees a maximum of 22 days.

    Non-Exempt Employees
  • Ten vacation days per 12 months of employment for the first five years of continuous employment (to a maximum of 80 hours per year);
  • Fifteen vacation days per 12 months of employment for the sixth through the tenth year of continuous employment (to a maximum of 120 hours per year);
  • Twenty working days per 12 months of employment for the 11th year and successive years (to a maximum of 160 hours per year).
  • Upon termination of employment, hourly-paid employees will be paid all unused vacation time as recorded in the University's payroll system.
    Sick Leave
    Employees earn paid sick leave according to the schedule below. Employees are to notify their supervisor according to departmental procedures if using sick leave but no later than regular starting time. Sick time can be used for the following reasons:
  • personal sickness or injury;
  • quarantine;
  • medical or dental appointments;
  • exposure to a serious contagious disease, which may spread at work; or
  • illness of spouse, certified domestic partner, parent, or minor child.
  • Exempt Employees
    Employees hired before September 1, 1999 accrue 22 paid sick days for each complete year (12 months) of service at the University of Miami. Employees with a date of hire on or after September 1, 1999 accrue sick days according to the schedule below:
  • Twelve sick days per 12 months of employment for the first two years of continuous employment.
  • Fifteen sick days per 12 months of employment for the third through the tenth year of continuous employment.
  • Twenty-two sick days per 12 months of employment for 11th and successive years of continuous employment.
  • Non-Exempt Employees
    Twelve sick days per 12 months of employment.
    Leaves of Absence
    Regular employees may apply for a leave of absence for mandatory, educational, industrial disability, military, and personal reasons using the Request for Leave of Absence Form.

    Regular employees who have worked at least 1,250 hours during the 12-month period preceding the start of the leave are eligible for up to 12 weeks of unpaid time off under the Family Medical Leave Act (FMLA). Leaves are also available in circumstances of domestic violence. Employees must apply for a leave of absence for medical, maternity (pregnancy), and family reasons using the Request for Leave of Absence Form. FMLA leaves may be taken on a continuous or intermittent basis.

    All requests for a leave of absence in excess of 14 calendar days must be in writing and contain all required signatures as indicated on the Request for Leave of Absence Form. A Personnel Event Form (PEF)/Departmental Human Resources System (DHRS) document must be submitted by the employee's department along with the Request for Leave of Absence Form and appropriate and acceptable supporting documentation/health care provider certification.

    All leaves of absence must have beginning and ending dates specified prior to any consideration for approval. Whenever possible, the University will comply with an employee's request. However, the University may deny certain types of leaves of absence or request additional information depending on the situation.

    You should contact Benefits Administration for a review of benefits before beginning an approved leave of absence.

    You must contact your supervisor two weeks before the end of your leave of absence to discuss your return to work and any necessary documentation. Failure to return to work at the end of a leave of absence could result in the termination of your employment.
    Tuition Remission
    Tuition remission is available to full-time regular employees and their eligible dependents. Employees are eligible for 100 percent tuition remission after completion of 90 days of full-time regular service.

    Dependents of employees hired before September 1, 2002 will receive 75 percent tuition remission during the employee's first five years of regular full-time employment, and 100 percent thereafter.

    Dependents of employees hired on or after September 1, 2002 are eligible for tuition remission after completion of one full year of full-time regular service at the rate of 70 percent during years two through five, 85 percent during years six through ten and 100 percent thereafter.

    Part-time employees working 50 percent of time or more receive tuition remission for themselves on a prorated basis.
    Medical and Dental Coverage
    Medical and dental plans are currently available to regular employees working at least 50 percent and their dependents. The plans cover a wide range of benefits but differ primarily in the design of their provider networks and premiums.

    You are eligible to join the medical and/or dental plan on the 1st of the month following 60 calendar days of employment or 60 days following acceptance of the position once work commences. You must complete and return an enrollment form to elect medical and/or dental coverage within 60 days of your initial day of employment.
    Life Insurance
    Upon employment, the University provides you free life insurance. The amount of insurance is two times your basic annual salary to a maximum of $200,000. An additional amount is payable if death is by accident. You also could receive a benefit amount if you suffer the loss of a limb or sight. Voluntary excess life insurance coverage is available with both smoker and non-smoker rates.
    Accidental Death and Dismemberment Insurance
    This additional insurance plan is available to you and your dependents. Your cost is based on the coverage you select. You could receive a benefit if a covered person should suffer loss of life, limb, or sight.
    Faculty and Staff Assistance Program
    The Faculty and Staff Assistance Program (FSAP) is available on a voluntary, confidential basis to full-time employees and their family members (spouse, certified domestic partner, and children). The FSAP provides free professional assessment and referrals for a wide range of stressors, including emotional, relationship, addiction, workplace, legal, and financial concerns. Although there is no charge for consulting the FSAP, any costs for services provided by a referral are the responsibility of the employee. An insurance program may cover some of these costs. Contact the FSAP office at 305-284-6604 or Benefits Administration for more information.
    Salary Continuation
    You are eligible for salary continuation after one year of full-time regular service. If you become unable to work because of serious illness or injury and are approved for long-term disability benefits by the third-party administrator, you may be eligible for either partial or full pay for the six-month waiting period prior to commencement of long-term disability benefits.
    Long-Term Disability
    You are automatically enrolled under the University's Long-Term Disability plan at no cost to you after one year of full-time or part-time regular service. If you become unable to work because of serious illness or injury, you may be eligible to receive, after a six-month waiting period, a benefit equal to 66.66 percent of your base pay up to a maximum of $10,000 per month.
    Short-Term Disability
    In case of an employee's extended illness or injury, you may be eligible for continued income on a short-term basis. The Short-Term Disability plan provides a percentage of your base pay when you are on an approved Medical Leave of Absence. The cost of this plan is paid entirely by the employee.

    New employees must enroll within 30 days from date of hire or wait until the next Open Enrollment period in order to participate in this plan.
    Flexible Spending Account Plan
    This program helps you save on your income taxes by allowing you to pay eligible out-of-pocket health and/or dependent-care expenses with a portion of your earnings that are tax-free. When you contribute to a Flexible Spending account, you reduce your federal income and Social Security taxes and thereby increase the level of your disposable income for the year.

    There are two types of Flexible Spending Accounts: a health care account and a dependent care account.

    New employees must enroll within 30 days from date of hire or wait until the next Open Enrollment period in order to participate in this plan.
    Workers' Compensation Coverage
    You are covered by workers' compensation insurance that pays your medical expenses resulting from a work-related accident or illness and provides a part of your salary during disability. There are certain requirements that must be met to receive this benefit. Any injury received on the job, regardless of how slight, must be reported immediately to your supervisor, who will then contact the Department of Risk Management. Any questions concerning workers' compensation should be directed to the Department of Risk Management, 305-284-3163.
    Retirement
    Employees who begin work on or after June 1, 2007 and meet eligibility requirements will participate in the Retirement Savings Plan, a defined contribution retirement plan. The Retirement Savings Plan provides for core contributions by the University of 5 percent of pay. In addition, the University will contribute up to an additional 5 percent of pay on a one-for-one match of contributions made by the employee. Immediately upon completion of a one-year waiting period, University contributions will begin and, unless elected otherwise, the employee's pay will be automatically reduced by 1.5 percent, with a matching University contribution of 1.5 percent for a total University contribution of 6.5 percent (5 percent core contribution plus 1.5 percent match). Eligible employees may elect to contribute and obtain a University match for any amount up to 5 percent of compensation. All contributions will be made to a University-approved investment company.

    An employee earns the right to receive future pension benefits, even if the employee does not remain in the service of the employer, after becoming vested. Core contributions are vested after three years; matching contributions are vested immediately. Retirement income under the plan is based on the funds accumulated in the participant's account at the time of retirement.

    Eligible employees who began work prior to June 1, 2007 who elected to remain in the Employees' Retirement Plan will be accrued credit for each year in which 1,000 hours was worked. The retirement benefit is determined by a formula that involves years of credited service, the highest consecutive five-year average salary, and age at benefit commencement. A second benefit is calculated using a cash balance formula with the greater of the two benefits being paid at retirement. You become vested in this defined benefit plan after five years of participation.

    When you leave the University you may begin receiving a reduced pension benefit as early as age 55 if you have worked at the University for at least ten years, or you can wait until age 65 to receive the full amount of your pension benefit.

    For more information, please visit the Benefits Administration Web site at www.miami.edu/benefits.
    Supplemental Retirement Program
    Full-time regular employees are able to save and invest their own money on a pre-tax basis to build additional assets for the future. There are five companies approved by the University you may choose from to invest your contributions.

    Employees can enroll in the Supplemental Retirement Program 403(b) at any time of the year.