Leave is defined as an authorized absence from work. Leave is granted to employees for various reasons such as vacation, health, bereavement, care for a child or family member, and military service. Most types of leave are paid, however, unpaid leave time may be granted under some circumstances. Please see below for the types of leave offered at the Catholic University of America.

For questions regarding leave for staff employees, please contact the Office of Human Resources.

For questions regarding leave for faculty employees, please review Part III of the Faculty Handbook.

  • Annual Leave

    The University recognizes the importance of balancing work responsibilities with family and other interests. Employees are granted paid annual leave (vacation), which accrues at various rates depending on employment category and/or length of service. Managers are expected to approve requests for vacation provided that it does not interfere with the workload of the department.

     Regular part-time employees in benefits-eligible positions receive pro-rated vacation.  Employees are not eligible to use annual leave until the successful completion of the initial review (probationary) period. 

    Employees will begin accruing annual leave on the first of the month following their date of hire.

    Exempt Employees earn 21 days (147 hours) of annual leave (vacation) each leave year. Annual leave is accrued at the rate of 1¾ days per month. Exempt employees who are hired after the beginning of a vacation leave year will receive pro-rated vacation accrued at the rate of 1¾ days per month. 

    The University encourages employees to use their vacation leave during the year in which it is accrued. If an exempt employee has accrued vacation remaining at the end of the vacation year (April 30th), he/she can carry over up to a maximum of 21 days into the next vacation year. All carry over vacation days in excess of seven (7) must be used by August 15th within the new vacation year. Any days remaining in excess of the seven (7) allowable carry over days will be forfeited as of August 15th and not carried forward. If the employee has seven (7) remaining carry over days after August 15th, those days must be used or forfeited by the following April 30th. All leave reports must have been submitted to the Payroll Office on a timely basis. 

    Regular, full-time, Non-Exempt Employees who are not covered by a collective bargaining agreement accrue annual leave (vacation) according to the following schedule: 

    • Less than 3 years of service: 1 day per month
    • 3 - 5 years of service: 1¼ days per month
    • 6 - 10 years of service: 1½ days per month
    • More than 10 years of service: 1¾ days per month 

    The University encourages employees to use their vacation during the leave year in which it is earned. However, if a non-exempt employee has accrued vacation remaining at the end of the vacation year, he or she may carry over a designated number of days into the next vacation year.

    Non-exempt employees hired before January 1, 1994 may carry over a maximum of 30 days of accrued vacation leave to the next vacation year. Non-exempt employees hired on or after January 1, 1994 will be permitted to carry over a maximum of 21 days of accrued vacation leave to the next vacation year. 

    For more information regarding annual leave, please refer to Section II of the Leave Policies page.

  • Sick Leave

    Sick and safe leave are addressed separately in the University’s Sick and Safe Leave Policy.  That policy describes specific provisions that staff employees may utilize for taking care of their health needs and those of their families, and provisions for safe leave for all employees (staff and faculty) per the District of Columbia Accrued Sick and Safe Leave Act. 
  • Family and Medical Leave Act (FMLA)

    Eligible employees are provided with job-protected, un-paid family and medical leave for the birth or adoption of a child, placement of child for foster care, to care for a family member with a serious health condition, when the employee has a serious health condition, for military caregivers, and in certain exigent services related to military service.

    Unpaid family and medical leave runs concurrently with paid sick and safe leave, annual leave, and new family member leave.  Accordingly, the provisions of this section must be read in conjunction with the University’s Family and Medical and Parental Leave Policy and Sick and Safe Leave Policy.

    As determinations regarding these types of leave can be complex, staff and faculty employees should contact the Office of Human Resources (tel. 202-319-5050) for questions and assistance.

    For more information, please refer to Section VI of the Leave Policies page.

  • Parental Leave

    The Parental Leave benefit provides eligible employees with up to eight weeks of paid leave for a parent to care for their newborn child, newly adopted child, new foster child, or with a child newly placed in their legal custody.
  • Leave of Absence for Members of the Military

    Regular full-time and part-time University employees whose military obligations interrupt or interfere with their employment have certain job protection provided by the Uniform Services Employment and Reemployment Rights Act of 1994. The Act protects members of National Guard units, reservists, inductees and enlistees into the Armed Forces who volunteer for or are ordered to active duty for the Federal government. 

    Employees called to active duty must notify the Office of Human Resources in writing of their departure and provide a copy of official military orders when they become available. For more information, please refer to Section VIII. Military Leave of the Leave Policies page.

  • Bereavement

    When there is a death in the immediate family of an employee, a leave of absence with pay may be granted for as many as five (5) working days. For the purposes of this section “immediate family member” means a spouse, child, including adopted and step-child, parent, parent-in-law, grandparent, grandchild, sibling or legal guardian. Such leave is available in the event the employee or their spouse suffers a miscarriage or still birth.

    One (1) day of leave with pay may be granted to allow an employee to attend the funeral of a close friend or relative who is not immediate family.

    For more information, please refer to Section III of the Leave Policies page.

  • Jury Duty

    Leave is authorized without loss of compensation or benefits for appearance in court as a witness on behalf of the government of the United States, the District of Columbia, or the states, or their political subdivisions.

    For more information, please refer to Section IV of the Leave Policies page.

  • Paid Holidays

    The Catholic University of America provides a generous paid holiday schedule. Please click here for the current paid holidays schedule.