CU Anschutz Medical Campus Holiday Schedules

This means that all work and classes (on-site or remote) on the CU Anschutz Medical campus is suspended beginning end of business day on Friday, December 20 returning Monday, December 30. However, essential employees with clinical responsibilities and other critical functions may be required to be on campus during the winter Holiday Closure.

You are considered essential if you work in any University of Colorado Hospital or Children’s Hospital Colorado space during this period, and/or are responsible for patient care and clinical operations in another site of practice that are unable to close or if you have received an essential personnel card or it has been designated in your offer letter (i.e., facilities, police, etc.).

If you are unsure if your position is considered essential, you can ask your supervisor or HR business partner.

All regular staff and faculty who receive holiday time will receive the additional administrative leave during the winter holiday break, pro-rated for part time.

No. Working retirees are considered temporary employees, and are not eligible for paid leave time.

Temporary employees are not eligible for paid leave or benefits and do not report to work when offices are closed.

Yes, if you are in a regular (not temporary) status. The additional holiday leave is pro-rated based on hours worked in the month the leave is granted. You will use the same calculation that you do for holiday pay.

Employees already on approved vacation, sick or other type of paid leave may use the additional administrative leave on those days. If you use My.Leave, you would delete your vacation request.

The additional time should only be recorded in PeopleSoft HCM/My.Leave.

FY2024-25

• December 23rd, 26th, & 27th should be recorded as “Administrative Leave” with a note “Holiday Closure” in the description field.
• December 24th & 25th and January 1st will be updated to official holidays on your MyLeave and should not require any additional entry on the employee’s behalf.

FY2025-26

• December 22nd, 23rd, & 26th should be recorded as “Administrative Leave” with a note “Holiday Closure” in the description field.
• December 24th & 25th and January 1st will be updated to official holidays on your MyLeave and should not require any additional entry on the employee’s behalf.

In My.Leave, enter the Earnings code: Administrative Leave; Status: Mark as “submit a request”; Description: Holiday Closure. DO NOT select Holiday (HOL) in the earnings code, as this will create a double payment for the employee.

If you work on the CU Anschutz Medical Campus, you must use the time between December 23-27, 2024. If you work in any University of Colorado Hospital or Children’s Hospital Colorado space during this period, are responsible for patient care and clinical operations in another site of practice, or you are designated as essential personnel, you may choose alternate days before 6/30/2025 with your supervisors’ approval.

No. You cannot use the time before the holiday closure is granted.

If you work in a consolidated unit serving both campuses, you should follow the guidance from the campus consistent with your currently-designated holiday schedule in My.Leave (or other time system).

Check with your department HR business partner.

If you are unable to take the additional administrative leave time within the parameters outlined, you will lose the additional time.

No. If a new employee is hired prior to this time, they are eligible to receive the additional hours of paid time.

Essential employees will work with their supervisors to schedule the additional paid time off that is most effective for operations and scheduling. They will have until June 30, 2025, to use this additional time off. Additional time off will be counted toward overtime for those that are designated as essential staff.

No – employees who terminate before the additional administrative leave days are not granted any hours. Employees who terminate after the additional leave days will receive the full amount (prorated for part-time employees) of additional holiday leave.

The employee receives the day (eight hours of additional administrative leave) off, but must either be charged vacation for the hours normally worked that day over eight hours, work the extra time another day of the same week, or revert to a schedule of eight hours a day for the five days of that week, or be docked for those unpaid hours of time.

Yes. Additional administrative leave is given during this time. If the employee is on paid status and on FMLA the department will still track the hours used for FMLA. If the employee is using Paid Parental leave the additional administrative leave will not count against their balance at that time.

No. Employees who have unpaid leave for the entire month do not receive the additional administrative leave or holiday pay.

Yes. Employees who work any day in the month, would receive the additional leave time for that month, prorated just as for part-time employees and for paid days within the month.

No. These employees do not receive the additional leave because they are paid through their short-term disability benefits. They are considered on unpaid leave through the University.

Appointing authorities (CU Anschutz Chancellor) may designate alternative holiday schedules for the fiscal year. Classified employee will receive the equivalent of the full complement of holidays for the fiscal year and beyond. Employees who are required to work on any of the State observed holidays shall be granted an alternate day off in the same fiscal year.

• Holiday Pay for Observed Holiday Not Worked Employees shall receive 8 hours (prorated for permanent part-time employees) of paid holiday leave at their regular base rate of pay for each State observed holiday (or campus designated alternate holiday) not worked. Employees on short-term or long-term disability at the time of a holiday will continue to be paid through the disability benefit. There is no additional holiday pay.
• Holiday Pay for Observed Holiday Worked (non-exempt employees) Unless the employee requests an alternate holiday to observe, that employee shall be paid premium pay equal to 1.5x their regular base rate of pay or corresponding compensatory time for all hours worked on that State observed (or campus designated alternate holiday).