FAQs

Your Bobcat Balance program is provided by ComPsych® Corporation and offers counseling, legal and financial consultation, work-life assistance and crisis intervention services to all our employees and their household family members.

This program is FREE. The University pays for this benefit to help you achieve your full potential.

All benefits-eligible employees and members of their household.

Yes. Other members living in your household may be able to utilize services.

The program is strictly confidential. No information about your participation in the program is provided to your employer.

Yes, Bobcat Balance is available 24 hours a day, 7 days a week.

No, this is an additional benefit and separate from your health insurance.

The number of visits starts over each calendar year.

You are encouraged to use the program after work or during breaks. However, depending on the severity of your situation and how quickly you need help, your supervisor has discretion to permit you to access the services during work hours.

Some of the counselors offer evening and weekend appointments; however, if you go during your normal work day you should use sick leave like you would a doctor's appointment.

All benefit-eligible employees are automatically opted into the WellCats program. No registration is necessary. A one-time liability waiver may be required for some in-person activities. We recommend that all employees have one on file.

Yes. WellCats Educational Series (WES), ProActive Nutrition Classes (PAN), and nutrition consultations will cover health and nutrition topics. Watch for emails from the WellCats newsletter regarding announcements of upcoming events.

No. The free employee wellness program is only open to current employees of the University.

No. Workers' compensation benefits cover employees who are injured while in the course and scope of their job duties.

Wellness leave is paid leave and factors into the total number of hours for the week just like any other paid leave. In your example, the employee would earn 2 hours of state comp time.

A supervisor may, at their discretion, require that an employee requesting wellness leave submit the nature and the time/place of the activity for consideration for granting of the leave.
This not only fosters transparency but also helps supervisors understand and support their team’s needs more effectively.
 

No, wellness leave is intended to be used to engage in wellness activities during an employee’s regular workday. The decision of whether to allow an employee to use wellness leave at the start or end of the workday rests with the supervisor.

No, the maximum wellness leave is 2.5 hours per week. An employee may request to use the leave in 30-minute increments over 5 days, or they may request to use another variation (e.g., 2.5 hours in one day). The employee’s supervisor has discretion to grant the use of wellness leave.

In accordance with the state of Texas government code, state agencies have the option of offering wellness leave for the purpose of “exercising three times a week.” Texas State University has opted into this program, offering its employees up to 2.5 hours per week of wellness leave as part of UPPS 04.04.30 University Leave Policy, while broadening the scope of health and wellness-related activities. These may include, but are not limited to, relaxation or stress management activities, fitness activities or classes, healthy eating initiatives, team sports, and attending wellness-related workshops. Employees are required to provide a clear rationale for their leave to their supervisor. This ensures that both parties understand the purpose of the leave and its impact on the employee’s overall performance. Wellness leave may not be used in situations where sick leave is appropriate. (see question Q8)

No, wellness leave is not accrued. Up to 2.5 hours may be used each week if approved in advance by the employee’s supervisor.

No, wellness leave cannot be banked for future use.

No, wellness leave is not accrued time off, thus there is no ‘balance’ and it is not paid at the time of separation.

No, wellness leave is not intended to be used for medical or mental health appointments with off-campus providers or health screenings off-campus. Sick leave is the most appropriate time off category for these purposes. If sick leave is not available, an employee may use vacation or compensatory leave.

No, wellness leave cannot be used in conjunction with paid leave.

A supervisor may, at their discretion, approve wellness leave for an employee who is working remotely.

No. Workers’ compensation benefits cover employees who are injured while in the course and scope of their duties.