Dependant and Spousal Travel Policy Exceptions

A. Exceptions may be requested for reimbursements for spousal/partner travel, dependent, and/or dependent-care provider travel expenses for the reasons of University business travel or final candidate interviews for faculty or high-level administrative positions (including Manager and Senior Professional positions) when the following criteria are met:

• An employee/appointee has an approved pre-authorization for University business travel, which is required as part of their employment;
• A prospective employee/appointee has an approved pre-authorization for a final interview and expenses are necessary to acquire key personnel for employment;
• Any dependents for whom reimbursement requests are made must meet one of the following criteria. The are:
  • a healthy child (≤ 12 years) who resides with the applicant and for whom the applicant is a primary caregiver; or
  • a child/adolescent (≤ 18 years) who is physically or mentally disabled, requires assistance with daily activities, resides with the applicant, and for whom the applicant is a primary caregiver; or
  • a disabled adult/elder (child, spouse, parent-in-law, or grandparent) who spends at least eight hours every day in the applicant's home and for whom the applicant has caregiving responsibility

B. Exceptions may be requested for eligible expense reimbursements for a caretaker other than a spouse/partner by employees or prospective employees who meet criteria A and:

• are either single caretakers of one or more dependent(s), or
• have spouses or partners unavailable for dependent care during their professional travel due to work obligations or extenuating circumstances

1. Exceptions must be obtained in advance of reimbursement commitment and require the approval of Executive Vice Chancellor, Vice Chancellor, Associate Vice Chancellor, or Assistant Vice Chancellor.   
2. Expenses are taxable to the employee/prospective employee, and must be allowable by the funding source. Refer to tables below for costs, eligibilities, and funding source information.
3. An employee/prospective employee must pay the care provider directly and seek reimbursement after the completion of the trip (documentation must include hours worked, including the time of day, dates, and type of care).
4. Exception approval and all required receipts and care provider documentation, as applicable, must be attached to the Expense Report in Concur.