HR Reference Guide


As of July 1, 2021, some State employees are covered under Collective Bargaining Agreements (CBA), see the Division of Human Resource Management, Labor Relations Unit page for more information.  If you are in a job classification currently covered under a CBA, some of the terms and benefits of your employment may be different than the provisions outlined on this page. Please consult your CBA or agency's human resource for further information.


Temporary leave with pay and benefits which does not impact annual or sick leave or compensatory time balances.

Click on below headings for more information on this topic


MUST be granted for:

  • The initial and one follow-up counseling appointment through an Employee Assistance Program (EAP) (in person or telephonic);
  • Attendance at a health fair authorized by Public Employees' Benefits Program;
  • Official participation representing State employees as a member of a committee or board created by statute, including time spent preparing for a meeting;
  • Up to 8 hours for preparation for any predisciplinary review;
  • Up to 8 hours preparation for any hearing regarding an employee's own whistleblower retaliation claim or involuntary transfer, suspension, demotion or dismissal;
  • Appearance as a party at a hearing regarding a whistleblower retaliation claim or involuntary transfer, dismissal, demotion or suspension;
  • Appearance as an aggrieved employee, complainant or witness at a hearing of the Employee-Management Committee1 ;
  • Appearance as a witness at a hearing regarding another employee's whistleblower retaliation claim or involuntary transfer, dismissal, demotion or suspension1 ; and
  • Appearance to provide testimony at a meeting of the Personnel Commission1.

MAY be granted:

  • During the active investigation of a suspected criminal violation or the investigation of alleged wrongdoing2 ;
  • For a fitness for duty evaluation2 ;
  • For committing or threatening to commit an act of violence2;
  • For up to two hours to donate blood;
  • Until the results of a reasonable suspicion drug and/or alcohol test are received2;
  • To attend a general employee benefits orientation or educational session related to employee benefits including retirement and deferred compensation;
  • For an employee's safety during an emergency (e.g., terrorist attack, natural causes) when employees have been authorized by the Governor not to report to work or to leave work before the end of his or her shift;
  • Due to a closure of the employee's office or work site caused by a natural disaster, pandemic or other similar negative condition when the employee is scheduled and expected to be at work; and
  • Due to closure, as a result of a pandemic, of a school or center or facility that provides day care services which is attended by the employee's dependent child or the temporary cancellation, as a result of a pandemic, of a program attended by the employee's dependent child.
  • For up to two hours, for participating in Veterans Day at the Legislature if an employee is a veteran.


Technical (step-by-step) guide: See the NEATS Timekeeping Module procedure (01.30.10) and NEATS tutorials.

When determining whether to APPROVE or REJECT a leave request or a leave entry on a timesheet, consider the following factors:

  • Is the reason stated for the leave an authorized use of that type of leave (in statute, regulation or policy)?
  • Do the notes (yellow sticky note image link on the timesheet) agree with the hours requested and information entered in the Additional Description: field?
  • If approval is optional, will your work group have sufficient coverage of key duties during the period the employee has requested leave?
  • Will you be violating any regulations or policies by approving or rejecting the leave?

See your agency's policies, procedures or regulations for any agency specific processes (e.g., required hard copy form).  See the NEATS Handbook for applicable payroll code(s).