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Classified & Operational Leave

Eligible Employees

Classified  |  Operational

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Benefits details
Annual Leave

Provided to employees for vacation and other personal purposes. Leave is earned for each semi-monthly pay period and posted around the 10th and 25th of the month following payroll completion. The accrual rate is dependent on the length of state service. Leave is pro-rated for employees working less than 40 hours per week.

Effective January 10, 2023, length of state service includes prior military, National Guard, or Reserves. To request inclusion of military service, veteran employees should update their veteran status in Banner Self-Service ( and submit Form DD-214 to [[AskHR]]Please redact your Social Security number from the form prior to sending.

Benefits details
Years of Service
Accrual Rate Per Pay Period
Total Hours Accrued per Year
Maximum Leave Carryover
Maximum Leave Payout

Less than 5 years

4 hours

96 hours (12 days)

192 hours (24 days)

192 hours (24 days)

5 years

5 hours

120 hours (15 days)

240 hours (30 days)

240 hours (30 days)

10 years

6 hours

144 hours (18 days)

288 hours (36 days)

288 hours (36 days)

15 years

7 hours

168 hours (21 days)

336 hours (42 days)

288 hours (36 days)

20 years

8 hours

192 hours (24 days)

384 hours (48 days)

336 hours (42 days)

25 years

9 hours

216 hours (27 days)

432 hours (54 days)

336 hours (42 days)

Using Annual Leave

Annual leave may be used however you wish, including vacations and other personal purposes, or to cover other kinds of leave for which you have zero balance. Future leave not yet accrued may not be "borrowed" for present use. No annual leave accruals will be given for any pay period during which an employee is on leave without pay.

Accruals At the End of the Leave Year

During the last pay period of the leave year (December 25 - January 9), leave taken is removed from the leave balance and the carryover limits are applied. After that, the leave accrual for the pay period is credited and available for use on the first day of the new leave year. This means that an employee's starting leave balance may exceed the previous year's carryover limit.

Virginia Sickness and Disability Leave (VSDP)

This program provides employees supplemental or replacement income during periods of partial or total disability.

Who Is Covered

Effective January 10, 2003, all active employees were converted to VSDP unless they opted out. (Employees hired after January 1, 1999, were automatically enrolled in this program. Active employees were given the option to opt into this program until April 24, 1999.)

See the VSDP Handbook for details.

Effective Coverage Dates

The effective coverage date is the first day of employment and includes sick leave, family and personal leave, short-term and long-term disability coverage for work-related illnesses or injuries and long-term care benefits.

If you were hired or rehired effective July 1, 2009, you must complete one year of continuous employment before becoming eligible for short-term and long-term disability coverage for non-work related illnesses or injuries. 

New Employee Sick and Family/Personal Leave

This leave does not carry over. The following set hours will be initially credited on your first day of employment.

Full-Time or Quasi Full-Time:

Benefits details
Employment Begin Date Sick Leave Hours Family & Personal Leave Hours
January  10 - July 9 64 32
July 10 - January 9 40 16


Benefits details

Employment Begin Date

Sick Leave Hours Family & Personal Leave Hours
January 10 - July 9 32 32
July 10 - January 9 20 16
Annual Renewal of Sick and Family/Personal Leave

This leave does not carry over. VSDP leave is credited as follows on January 10 each year.

Full-Time or Quasi Full-Time:

Benefits details
Months of Service Sick Leave Hours Family & Personal Leave Hours
Fewer than 60 64 32
60 to 119 72 32
120 or more 80 40


Benefits details
Months of Service Sick Leave Hours Family & Personal Leave Hours
Fewer than 120 32 32
120 or More 40 40
When to Use Sick Leave vs. Family and Personal Leave

Sick leave may be used if you are sick or injured, or for medical appointments. Your supervisor may request the proof of any illness requiring the use of sick leave. Family and personal leave can be used for any reason, such as but not limited to vacation, personal sickness, or sickness or death of a family member.

When to Use Disability Leave

A VSDP eligible employee may qualify for short term disability benefits if they experience an illness, surgery or accidental injury that requires the employee to be absent from work more than seven (7) calendar days.

Note: Employees with VSDP must call the Reed Group at 877-928-7021, the state disability administrator to initiate disability benefits as well as University Human Resources to complete forms. To schedule an appointment with University Human Resources regarding your absence, please contact

Parental Leave

Provided to employees who are enrolled in VSDP or in the Traditional Sick Leave Program (applicable to some classified employees only) upon the birth or placement of a child to allow time for bonding. Up to 320 leave hours may be available for eligible full-time employees to use within 6 months of the birth or placement. Detailed information about the program is available on the parental leave frequently asked questions page.

Compensatory Leave

Provided to employees as compensation for having worked additional hours in a work week in which leave has been taken, on a holiday, or on an official closing day. Accrued compensatory leave lapses after 12 months from the date earned.

Overtime Leave

Eligible employees may elect to earn overtime leave instead of overtime compensation for having worked more than 40 hours in any work week.

The Federal Fair Labor Standards Act allows state universities to offer overtime leave in lieu of overtime pay for non-exempt employees working over 40 hours in a work week.

If an employee has a current overtime leave balance, they will retain that leave and be able to continue using it until the leave is exhausted. If an employee leaves employment and has an overtime leave balance, they are eligible to receive a payout of that leave.

Administrative Leave

Provided to employees to appear in court or related proceedings, to serve on state councils and other bodies, to resolve work-related conflicts, to participate in the resolution of complaints of employment discrimination, to attend administrative hearings, or to interview for other state positions.

Documentation (summons, subpoena, letter from State agency verifying interview, approval from the Chief Human Resources Officer for resolution of work-related problems, or any other documentation verifying compliance with this leave policy) must be provided to your supervisor in order for him or her to verify that the absence qualifies for the use of administrative leave.

To use administrative leave for jury duty, an employee must surrender the jury duty pay to his or her supervisor, who will then submit it to the Bursar’s Office. If an employee chooses to keep the jury duty pay, then he or she must use another type of leave for their absence from work. If an employee serves on a Virginia Circuit Court jury, then he or she may keep the jury duty pay and use administrative leave for the absence from work.

Community Service Leave

Provides employees 16 hours of paid leave for services within their communities through school assistance or as a volunteer member of a community service organization.

For school assistance, employees may attend school-related functions/meetings with teachers of their preschool, elementary, middle, or high school-aged children. Alternatively, employees may perform school approved volunteer work to assist any public preschool, elementary, middle, or high school. Employees may also volunteer with a charitable organization that provides assistance to those in need in the employee’s community.

Employees with reduced appointment receive hours proportionate to the percentage of hours they work in a full 40-hour workweek.

  • Example: Employees working 32 hours per week are entitled to 12.8 hours (32 / 40 = 80% appointment * 16 hours) of community service leave.
Leave to Donate Bone Marrow or Organs

Provides eligible employees with an additional 30 workdays of paid leave to donate bone marrow or organs. Medical certification is required for approval.

Military Leave

Provides employees with paid leave (15 workdays) or unpaid leave for active or reserve duty in the armed forces of the United States, or the Commonwealth's militia (National Guard, Naval Militia and Virginia State Defense Force).

Family Medical Leave Act (FMLA)

The Family Medical Leave Act (FMLA) is a law entitling eligible employees to take unpaid leave in certain situations where the employee, or a member of the employee’s immediate family, suffers a qualifying injury or illness. An eligible employee is an employee who has been employed for at least one year, and who has worked 1,250 hours within the previous 12-month period. The required 1,250 hours do not have to be worked during consecutive months. The hours of work requirement applies to the 12 months immediately preceding the start of leave date.

Eligible employees are entitled to 12 weeks of unpaid FMLA leave, which is equivalent to 480 work hours, or 60 workdays.

Holiday Leave

Employees receive 13 paid holidays per year. For the most current information, please visit the Provost's Faculty & Staff Holiday Schedule.

  • New Year's Day - January 1
  • Martin Luther King, Jr. Day - Third Monday in January
  • George Washington Day - Third Monday in February *
  • Memorial Day - Last Monday in May
  • Juneteenth - June 20
  • Independence Day - July 4
  • Labor Day - First Monday in September
  • Columbus Day - Second Monday in October *
  • Election Day - Tuesday following the 1st Monday in November
  • Veteran's Day - November 11 *
  • Thanksgiving Day - Fourth Thursday in November
  • Day after Thanksgiving
  • Christmas Day - December 25

* The university shifts these state holidays to the winter break (Christmas through New Year's) to enable the university to close during that period. Essential personnel may be required to work during these times. This leave is non-cumulative and no severance payments are made with respect to unused holiday leave.