HOLIDAYS
There are 11 days observed by the State as paid holidays. At George Mason
University, the following days are observed on the days designated by the State:
The remaining holidays are included in the winter holiday break, normally between
Christmas and New Year's day.
If a holiday falls on a Saturday, it will be observed on the preceding
Friday. If a holiday falls on a Sunday, it will be observed on the
following Monday.
FAMILY AND MEDICAL LEAVE ACT (FMLA)
EDUCATIONAL LEAVE WITH FULL OR PARTIAL PAY
Partial leaves of absence may be granted to full-time faculty. Salary will be reduced in
proportion to the reduction in teaching and service (faculty effort) to the instructor's
department. Probationary/tenure-track faculty may not extend their probationary period by
using partial leave until they formally petition their respective Dean and the Provost to
stop the "tenure clock."
Departments may adopt study leave policies for full-time tenured (without term) faculty who
have been employed at least ten years. This is known locally as Departmental Leave.
Concurrence of the unit Dean/Director and the Provost are required. Local academic units
(departments) will establish procedures, criteria and deadlines for submission and review of
departmental leave proposals. The order of eligibility within a unit will be determined by
rank and seniority. Leaves of Absence may be for one semester at 3/4 pay or an academic year
at 3/8 pay.
One of the means by which a faculty member's teaching effectiveness may be enhanced, scholarly
usefulness increased, and the University's academic program strengthened is through leaves of
absences. The University encourages the judicious use of this means of improvement.
Although no specific leave priorities are established, the major purpose of academic leave of
absence is to provide opportunity without pay for continued professional growth and new or
renewed intellectual achievement through special study, research, writing, teaching and travel
in the United States and overseas. Leaves are also provided for projects of direct benefit to
the institution and for public or private service (such as consulting) outside the institution.
Academic leaves are without pay. To be eligible for leave, the faculty member - with faculty
rank other than lecturer - should normally have been in continuous full-time service at the
University for four regular semesters.
Written application for leave should be submitted to the department chair no later than
September 3 for leaves beginning the next spring semester and no later than January 25 for
leaves beginning the next fall semester. Exceptions will be considered only in unusual
circumstances. It should be understood that notification of renewal or non-renewal of a
subsequent appointment has priority over and should precede a University decision on granting a
faculty member leave.
Leaves are ordinarily one semester or one year in length, with a maximum of two years. There
should be a reasonable interval before another leave is granted.
Application for leave should outline how the proposed leave meets the criteria set forth above
and, in particular how it will benefit the faculty member and the University. Within one month
after receipt of the application, the chair, except in schools without departments, will forward
a written recommendation to the dean and inform the faculty member in writing of the
recommendation.
The recommendation of the chair should specify how the department will handle the faculty
member's workload, list additional expenses, and describe how the department will continue
efficient operation. When an appropriate departmental committee exists, the department chair
may consult it prior to making a recommendation.
After consulting the Provost, the dean/director will either concur with or deny the request for
leave, indicating to the faculty member, the chair, and the Provost his or her recommendation.
The dean should take action within two weeks of receipt of the written request for leave. An
appeal of the chair's recommendation should be lodged with the dean/director; an appeal of the
dean's/director's with the Provost.
The faculty member's application should specify the intention to return to the University
following leave. The University will reserve a position for the faculty member. A faculty
member on leave wishing a mutual renegotiation of this condition should inform the institution
as early as possible, but under no circumstances later than May 15 or 30 days after receiving
notification of the terms of continued employment for the following year, whichever occurs later. A leave granted a faculty member has the effect of prolonging for a similar period the appointment the faculty member holds with the University.
During leave, a faculty member is free to engage in activities for pay; if possible, these
should be noted in the original application. If the activities undertaken are substantially
inconsistent with the purpose for which the leave was granted, such should be reported.
A faculty member on leave receives some consideration for salary increments, but not necessarily
the same as those in active service to the institution. Ordinarily an individual is not
considered for promotion or tenure while on leave. Time on leave without pay is not part of the
probationary period for tenure nor does it count as service toward retirement.
In the semester following a leave, the faculty member will submit to the chair and dean a
summary of the professional activities that occurred while on leave.
All leaves of absence require submission of an Employee Tracking System (ETS) Document through
channels to the Human Resource Department. Separate forms are required to start and end a
leave of absence.
Continuation of
employee benefits while on leave without pay depends upon the reason for
the leave and one's pay status. It is important to coordinate leaves in advance with Human
Resources.
Faculty members may also compete for the Faculty Study Leave program, administered by the Office
of the Provost. Faculty awarded a study leave may take one academic year of Educational Leave
at half pay with full benefits (based on 50% of their base salary) or one academic semester of
Educational Leave with full pay and benefits. Faculty members who are granted a Faculty Study
Leave (FSL) are not eligible to apply for another FSL for at least seven academic years and must
return to the University for a period of one year after completing the FSL.
Departments will establish procedures, criteria and deadlines for submission and review of study
leave proposals; proposals must be evaluated based on quality and merit. Study leave is not an
entitlement; faculty may not insist upon a leave if, in the judgment of the department and the
administration, the faculty member's services are needed for a particular semester or year.