Time Away from Work

Leave options for Faculty & Staff

Leave for Faculty

To arrange a leave of absence, faculty should make their request in writing through their Department Chair or unit director and the appropriate Dean.  The final decision to approve the leave will be communicated in writing by EVP or Provost.  Each campus may have different leave policies in addition to those noted in the Faculty Handbook.  For additional information, please be in touch with your campus representative noted below.

Personal Leave Faculty member may request personal leave for a variety of reasons ranging from family care needs (in which case DCFMLA and FMLA may apply) to an opportunity to participate in the academic life of another institution. 

Sabbatical Tenured faculty are eligible for sabbatical after accruing semesters of counted service.  Please be in touch with your department chair or dean for additional information about how to apply for a period of sabbatical leave. 

Research Leave A faculty member who receives a grant or award may be eligible to apply for a period of research leave.  Information on the grant award should be provided to the department chair and school dean to accompany the leave request. It is a good idea to seek approval for a period of research leave in advance at the time you are preparing a grant application. Main Campus faculty should contact the Provost’s office or the Office of Sponsored Programs for more information.  Medical School faculty may contact the Office of Sponsored Research for additional information. 

New Parent Leave A tenure-line Main Campus faculty member who will be the primary caregiver of a child (who is in the first year of life or newly homed child of five or younger) is eligible for one semester of paid leave. Certain eligibility rules apply. For detailed information on New Parent Primary Caregiver Leave, please review the policy statement.

Medical Leave (Salary Continuance) Full-time Faculty and AAPs who will be medically disabled for two weeks or more are eligible for Salary Continuance, a form of Medical Leave funded by the University that provides for full salary and benefits continuation for up to three months, with medical documentation. If a faculty member or AAP remains medically disabled beyond that point, he or she may apply for Long Term Disability through the Office of Faculty and Staff Benefits.

Holidays University Holidays, Breaks and Closures. Faculty breaks are based on the Academic Calendar.

Who Do I Contact?  Faculty members can refer to the Faculty Handbook for policies and procedures regarding leave. Questions should be directed to your department chair, dean or the contact for your campus listed below. 

Leave For Staff & AAPs

Holidays New Year's Eve, New Year's Day, Dr. Martin Luther King Jr.'s Birthday, Presidents' Day, Good Friday, Memorial Day, Independence Day, Labor Day, Columbus Day, Thanksgiving Day, Day After Thanksgiving, Christmas Eve, Christmas Day. View the current holiday calendar. Refer to HR Policy #601 for more details.

Paid Time Off Georgetown University grants to eligible staff & AAP employees paid leave for rest and recreation; personal reasons; health maintenance; illness, injury or disability; family and medical leave; sick and safe leave; religious observances; emergencies or other events. Refer to HR Policy #602 (Staff) and #612 (AAP) for more details. If you qualify for family and medical leave pursuant to HR Policy 603, use of accrued paid leave will run concurrently (or may be substituted for) leave under FMLA and/or DCFMLA. For instructions on submitting time off requests through GMS, click here. 

Short Term Disability/Salary Continuance Georgetown automatically enrolls eligible employees in benefit plans designed to replace your income if you are unable to work due to a non-work related illness, injury, or medical condition (including childbirth). Staff employees are covered by Short Term Disability Insurance. AAPs are covered by Salary Continuance. These benefits are coordinated with DCFMLA & FMLA. Should your disability period last more than 90 days, benefits will transfer to Long Term Disability.  See HR Policy #604 and the Office of Faculty & Staff Benefits website for more details.

Other Types of Leave Other forms of leave are provided as set forth in the following University Policies:

Who Do I Contact? Staff & AAPs can refer to Section 6 of the HR Policy Manual for policies regarding leave. Questions should be directed to the applicable contact for the categories below:

  • Policies & Eligibility - Your HR Client Services Partner
  • Timesheets, Time Off Requests & Corrections - Your Timekeeper
  • Short Term Disability or Long Term Disability - Office of Faculty & Staff Benefits

Other Leave Types 

FMLA & DCFMLA Leave under the Family and Medical Leave Act and District of Columbia Family Leave Law is provided as set forth in HR Policy #603. These types of leave provide eligible employees with unpaid leave for health conditions of the employee or certain family members, certain military-related leaves, and the birth, adoption or placement of a son or daughter for adoption or foster care. This type of leave may be coordinated with other paid leave types such as Worker's Compensation, Short Term Disability, Long Term Disability and Salary Continuance. Contact your department's HR Client Services Partner for application procedures and questions. 

Long Term Disability Georgetown automatically enrolls eligible employees in Long Term Disability Insurance. This plan is designed to replace a portion of your income if you are unable to work due to a non-work related illness, injury, or medical condition for longer than 90 days. This benefit kicks in after Short Term Disability/Salary Continuance benefits end, and may be coordinated with other leave types such as FMLA & DCFMLA. See HR Policy #604 and the Office of Faculty & Staff Benefits website for more details.

Worker's Compensation Leave is provided for employees who suffer work-related injuries or occupational illnesses. Workers’ Compensation benefits include payment of related medical expenses and a percentage of lost wages caused by the injury or illness. Please refer to HR Policy #613 for further details, including coordination of other types of leave. Contact the Office of Risk Management to initiate a claim if you or one of your employees has been injured on the job. 

Inclement Weather The University recognizes that transportation problems can result from severe weather and other conditions and will modify normal work schedules of non-emergency employees as appropriate. See HR Policy #611 for more details on operating status definitions and compensation. View the University's current operating status and sign up for HOYA Alert at status.georgetown.edu