Brown University provides eligible employees with paid vacation time for rest and relaxation. Vacation is accrued per pay period, and employees may only use time that has been accrued (i.e., no borrowing is permitted).
Employees covered by collective bargaining agreements should refer to the applicable contract for information about their vacation benefit.
Employees who are regularly scheduled to work at least 975 hours per year are entitled to vacation time. Part-time employees receive a pro-rated amount.
Brown University provides eligible employees with paid time off to use in the event of their own illness or to care for certain family members who are ill and require care.
Employees who are regularly scheduled to work at least 975 hours per year, accrue sick time for each pay period worked. Part-time employees receive a pro-rated amount.
Brown University observes 11 holidays annually. The University reserves the right to modify or change its holiday schedule without notice, except for those holidays designated by state law.
Employees on the regular payroll who are regularly scheduled to work at least 975 hours per year are eligible to receive holiday pay. Employees may not begin or end employment or an unpaid leave of absence on a holiday. Employees are not paid for holidays occurring during an unpaid leave.
Employees who are part-time, non-exempt or those working nonstandard work weeks, or working with Alternative Work Arrangements are eligible for holiday pay based on their percent time worked. For specific information on calculating holiday time, please refer to the Guidelines for Managing Holidays for Eligible Part-time, Non-Exempt Staff.
Employees in exempt positions are paid on a salary basis and will receive their regular pay for weeks in which a holiday occurs, without the need to modify their work schedule.
A holiday may not be counted as the first or last day of employment. Employees may not begin or end employment or an unpaid leave of absence on a holiday. Employees are not paid for holidays occurring during an unpaid leave.
Please visit the Holiday Schedule Page for details on when the administrative offices of the University will be closed in observance of holidays (or designated holiday observation days, when applicable). Individual departments may be required to remain open on some of the designated holidays.
Summer Hours and Winter Break
Subject to approval from the University Administration, departments may have the option to convert their regular work schedules to summer hours and to observe winter break. These changes in hours will not affect employees’ pay nor will they count against vacation time. Please refer to Summer Hours and Winter Break for more information.
Leaves of Absence
The subject of leaves of absence at Brown University is complex. The Benefits Office is responsible for drafting and revising the relevant Human Resources policies regarding leaves and for interpreting the application of policy.
Staff members who require time off from work may be eligible to take a leave of absence. In some instances, you may continue to be paid while you are out on a short-term leave of absence by using accrued sick or vacation time.
In order to qualify for a leave of absence, a staff member must be regularly scheduled to work at least 975 hours per year. Some leaves of absence, however, have additional specific requirements. For example, to be eligible for the Family Medical Leave Act (FMLA) or Rhode Island Parental and Family Medical Leave (RIPFML), a staff member must have been employed for 12 months and have worked at least 1,250 hours during the 12-month period immediately preceding the leave.
Additionally, a staff member must intend and be eligible to return to employment in a secured position with the University at the expiration of the leave.