Re: Annual Leave Payments Smith,Lois M 18 Mar 2004 11:12 EST

Diane,

We've run into the same problems.  We only book accrued sick and
vacation leave at the end of the fiscal year.  When it occurs on a
grant, those dollars are shifted to the home department.  When a final
payoff arises, then it's charged to the department and not the grant.

My current problem is employees that we put into a pool account since
they work on anywhere from 1 to 10 projects in a 2 week period.  We're
trying to work out how to distribute the vacation or sick time to
various projects.  Anybody have any suggestions?

Lois Smith,
Associate Controller, Sponsored Programs
The University of Akron

-----Original Message-----
From: Research Administration List [mailto:xxxxxx@HRINET.ORG] On
Behalf Of Diane Gilliland
Sent: Thursday, March 18, 2004 10:57 AM
To: xxxxxx@HRINET.ORG
Subject: [RESADM-L] Annual Leave Payments

The problem of paying for lump sum annual leave when an employee
terminates has come up on our campus.  Our normal policy is to pay for
annual leave from the source, either grant or other, that the employee
was last paid from.  Unfortunately, if it is a grant that has
terminated, the department or college must tap into other sources of
funds for the leave payment.  When it involves retirement of long term
staff or faculty, this can be a sizeable amount.

Has anyone come up with a workable solution to this problem?  We have
discussed increasing our benefit rate by some percent to accumulate
funds for a leave pool.  What would be the implications and problems
associated with such a move?

We are open to suggestion, and welcome any insight you have to help us
out.

Thanks.   Diane

Diane M. Gilliland
Assistant Director for Research Administration
Texas Agricultural Experiment Station
2147 TAMU
Rm. 5, J K Williams Admin. Bldg.
College Station, Texas 77843-2147

Phone  979-845-4781
Fax   979-862-7775

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