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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