Minnesota Paid Leave
Effective January 1, 2026, all employees will be eligible for Minnesota Paid Leave. The state is working on finalizing this program. Information will be available to employees later this year as we know more.
For more information on Minnesota Paid Leave, please review the MNPL website: https://info.paidleave.mn.gov/
New Parent Leave
Effective January 1, 2023, all regular full and part-time staff who are eligible for paid-time off benefits will now be eligible for six (6) weeks of paid leave upon the birth, adoption or newly placed foster child.
New Parent Leave. Regular staff with a .5 FTE or higher may receive a paid leave of absence of up to six (6) weeks in the first year of becoming a parent to a newborn, newly adopted, or newly placed foster child. When possible, the leave should be scheduled and approved in advance. The leave may be taken in up to two (2) time blocks that may not exceed six (6) weeks in total and is prorated to the staff member’s FTE. The leave may be used any time within the first twelve (12) months of the date of birth or adoption or placement of a new foster child. This leave will be available to staff once they have completed probation. Augsburg may agree to make this leave available before the end of an employee’s probation under extraordinary circumstances. New Parent Leave will run concurrently with FMLA leave and any other leave required by law. If a staff member is ineligible for or has exhausted FMLA leave, they still may receive New Parent Leave. This leave will supplement short-term disability (“STD”) when STD is applicable. No staff member may use STD for the birth of a child and take New Parent Leave at a later date. Temporary staff are not eligible for New Parent Leave.
Paid Time Off- Entry in Timekeeping System
Holidays
Per the employee handbook, all regular employees receive paid holidays pro-rated to their annual FTE. Holiday entries on timecards are managed by Augsburg Payroll. Regular part-time employees will note that the holiday hours calculations are pro-rated to their annual FTE.
Exempt (salaried) employees receive their same biweekly pay regardless of the holiday hour calculations -the pro-ration is already factored in to the annual and biweekly pay rate. Though you may see a pro-rated number of hours shown for holidays, exempt employees will still receive a normal day’s pay.
Part-time, non-exempt (hourly) employees are encouraged to work with their supervisor to flex their schedules to achieve the desired number of hours for the week. They may also use other paid time off (vacation, floating holidays) to supplement pro-rated hours on holidays.
Paid Time Off for Staff
Staff with an FTE of 0.5 or greater are eligible for personal, vacation, sick, and floating holiday time. The accrual rates will vary depending on the employee’s FTE and exempt status.
Non-Exempt (Hourly) Employees: When recording partial days off, non-exempt employees should indicate the number of hours in 15-minute increments for which they are taking time off.
- Employee A’s typical shift is 8:00 AM to 4:30 PM (8 hours). They work 8:00 AM until 3:00 PM (6.5 hours, including a 30-minute unpaid break) and go home sick. They would enter 1.5 hours of sick time to cover the hours they missed work that day.
Full-days Off: When recording a full day, employees should use the same hours of paid time off as they would normally have worked that day.
- Employee A works 0.75 FTE, 30 hours per week, 12 months per year. A typical day is 6 hours.
- Employee B works 0.75 FTE, 30 hours per week, 12 months per year. A typical schedule is 3 days, 10 hours each day.
- Employee C works 0.75 FTE, 40 hours per week, 9 months per year. A typical day is 8 hours.
Exempt (Salaried) employees: When electing to use paid time off such as vacation, sick, and personal time, exempt employees should record the number of hours missed that would have normally been worked in ‘half-day’ increments.
Float Holiday
Floating holidays should be taken as a full work day. Employees who work less than 12 months per year should contact payroll@augsburg.edu if they were not granted the correct amount of full days of floating holiday time off.
Vacation Time
Vacation hours accrued will roll over each year. The maximum number of vacation hours an employee can accrue is 120. This may vary depending on the employee’s FTE and union status.
Sick Time
Sick hours accrued will roll over each year. The maximum number of sick hours an employee can accrue is 960 hours, but this may vary depending on an employee’s FTE.
Sick time is used for a personal illness or to care for a family member that is sick. Sick time can also be used for doctor’s appointments and mental health days.
Sick time should not be used for vacation.
Personal Time
Personal time must be used within the calendar year (January 1 through December 31). Personal Time is the amount of sick time that you can use for personal use. Personal time is deducted from your sick time bank. You must have enough sick time to use personal time.
Civic Engagement and Community Service Time for Staff
Because Augsburg University recognizes the importance of active citizenship and community involvement in building a just and sustainable society, paid time off for community service and civic engagement is offered to all regular full-time and regular part-time employees. By offering paid time off for such activities, Augsburg seeks to support its employees in pursuing their passions and interests outside of work, while also fostering a culture of service and social responsibility.
Paid time off for community service must be requested using the Time Off Request tool within the University’s timekeeping system. Requests must include the name of the community organization and a brief description of their intended use for this time off. Requests will be reviewed by the employee’s supervisor. Approved requests are automatically recorded in the employee’s timesheet.
How to Submit a Time Off RequestFor more information on paid time off please refer to the Employee Handbook.