Human Resources Management Policy
(Formerly Administrative Leave Policy)
NOTE: THIS POLICY, LIKE ALL OTHER
MUSC HUMAN RESOURCES POLICIES, IS NOT A CONTRACT OF EMPLOYMENT AND SHOULD
NOT BE RELIED UPON AS SUCH. THIS POLICY MAY BE CHANGED AT ANY TIME BY THE
MEDICAL UNIVERSITY OF SOUTH CAROLINA.
Leave taken under this policy must be approved through normal administrative
- INFORMATION AND PROCEDURES
- Administrative Leave
A full-time employee, in a full-time equivalent (FTE) position, who is
temporarily disabled as a result of an assault by a patient or client,
or who is physically attacked while performing official duties and suffers
bodily harm as a result of the attack, must be placed on administrative
leave with pay. The period of administrative leave per incident may not
exceed 180 calendar days. The employee is not required to use his/her
earned sick leave.
- American Red Cross Certified Disaster Service Leave
An employee who is a certified disaster service volunteer for the American
Red Cross may, with the approval of the department head, use up to 10
days of paid leave in a calendar year to participate in specialized disaster
relief services. The employee is not required to use his/her earned annual
- Blood Drive and Donation Leave
- Employees are permitted to participate in Medical University sponsored
campus blood drives during their work hours without using sick or
- An employee desiring to donate blood, at a time other than an MUSC
sponsored blood drive, must notify his/her supervisor in advance of
the scheduled donation. The employee must also inform the supervisor
of the amount of time he/she anticipates being away from work. A supervisor
is expected to work with an employee to accommodate the request.
- An employee’s request may be denied if his/her absence will create
an extraordinary burden on the department. In considering an employee’s
request, the supervisor should take into consideration such factors
as the necessity and type of blood donation. The supervisor, as a
condition of approving the request, may require the employee to provide
documentation of the donation upon returning to work.
- Bone Marrow Donor Leave
An employee who works an average of 20 hours or more a week may be
granted bone marrow donor leave with pay. The total amount of paid leave
may not exceed 40 work hours unless a longer length of time is approved
by the manager/supervisor. A manager/supervisor may require verification
by a health care practitioner of the purpose and length of each request.
If a medical determination finds that the employee does not qualify as
a bone marrow donor, the paid leave granted to the employee before the
medical determination is not forfeited.
- Organ Donor Leave
Employees who accrue annual or sick leave are entitled to take leaves
of absence from their position, not to exceed 30 workdays in a fiscal
year, for organ donations. Employees are not required to use their accrued
sick or annual leave, nor will their pay, leave, or performance rating
be affected by their absence. The supervisor, as a condition of approving
the request, may require the employee to provide documentation before
granting the leave.
- Voting Leave
An employee who lives at such distance from the assigned work location
as to preclude voting outside of working hours may be authorized a maximum
of two hours of leave with pay for this purpose. To work at the polls
during elections, an employee must use authorized annual leave or leave
- Court Leave
- Jury Duty
- An employee, who is summoned to serve on a jury panel,
shall be granted court leave with pay. Any jury fees and travel
payments received as a result of serving shall be retained by
- An employee must return to work when excused from jury
duty or when not required to be at court the number of hours equal
to his/her workday.
- Subpoenaed As A Witness
An employee who is subpoenaed as a witness, and who will not receive
any personal gain from the outcome of the litigation, is entitled
to court leave with pay for those hours required by the subpoena.
Any witness fees and travel payments received as a result of serving
shall be retained by the employee.
- An employee engaged in personal litigation is not eligible
for court leave with pay, but may be granted annual leave or leave
without pay with appropriate authorization.
- When an employee is subpoenaed to represent MUSC as
a witness or defendant, his/her appearance is considered a part
of the employee’s job responsibilities and should be recorded
as hours worked. The employee will be reimbursed for travel, meals
and lodging expenses that may be incurred in accordance with State
- When an employee attends, in an official capacity,
a mediation or mediation-arbitration conference, his/her attendance
is considered a part of the employee’s job responsibilities and
should be recorded as hours worked.
- When an employee appears as a witness or in any other
official capacity in a hearing before the University or the State
Employee Grievance Committee, his/her attendance is considered
a part of the employee’s job responsibilities and should be recorded
as hours worked.
- Death in Immediate Family
- An employee, upon request, shall be granted up to three consecutive
workdays of leave with pay for the death of any member of the employee’s
immediate family. Immediate family is defined as the spouse, children,
spouses of children, siblings, spouses of siblings, parents, grandparents,
great-grandparents, grandchildren, great-grandchildren of either the
employee or the spouse.
- An employee requesting leave for the death of an immediate family
member should submit a Leave
Request Form, to the supervisor. The name and relationship of
the deceased should be included on the request.
- Educational Leave
An employee is encouraged to attend classes outside of his/her work
schedule. When a class cannot be scheduled during the employee’s non-work
time, the manager/supervisor may adjust the employee’s work schedule,
provided it does not interfere with the efficient operation of the department.
When a class cannot be scheduled during the employee’s non-work time and
the work schedule cannot be adjusted, the employee may be allowed to take
annual leave or leave without pay to attend classes.
- Extended Disability Leave
- For any extended period of certified disability due to illness,
injury or maternity, an employee may request leave not to exceed:
(1) 180 workdays of leave with pay or, (2) 180 calendar
days of combined leave with pay and leave without pay. Consideration
for leave without pay will also be given for personal reasons. (Refer
to Human Resources Management Policy No. 20, Leave
of Absence (Without Pay), for additional information.
- A leave of absence without pay may qualify under the Family and
Medical Leave Act (FMLA) and, if so, will run concurrently. Refer
to Human Resources Management Policy No. 30, Family
and Medical Leave Act (FMLA), for additional information.
- Certain illnesses/health conditions may be protected as disabilities
and may require reasonable accommodations. Refer to Human Resources
Management Policy No. 24, Reasonable Accommodation
Under the Americans with Disabilities Act (ADA), for additional
- In extenuating circumstances, two extensions are available:
- The President may extend the 180 days period of leave
to a total of 365 days provided the health care practitioner certifies
the employee’s return to work within this time period; and
- The President may request from the State Office of
Human Resources an extension of the disability leave beyond the
365 days without a break in service provided the health care practitioner
certifies the employee’s return to work within the time frame
of the requested extension.
- Hazardous Weather and Emergency Leave
Upon issuing a Declaration of Emergency, the Governor has the authority
to excuse all employees of State government from reporting to work during
extreme weather or other emergency conditions. Refer to Human Resources
Management Policy No. 13, Hazardous Weather and
Emergencies, for additional information.
- Military Leave
This type of leave may be used for short-term military training or for
a long-term military leave of absence. Refer to Human Resources Management
Policy No. 22, Military Leave, for additional
- Workers’ Compensation Leave
If there is an accidental injury arising out of and in the course of employment
with the State, an employee may be eligible for Workers’ Compensation
benefits. Refer to Human Resources Management Policy No. 27, Workers’
Compensation, for additional information.
and Employee Relations