The purpose of this policy is to provide clarity
and consistency for each type of leave. It ensures that both eligible employees
and the college agree upon the parameters of time off, promoting
transparency.
(A) Personal leave
(1) Three days personal
leave with full pay is granted each fiscal year. Personal day hours may be
taken in no less than thirty-minute increments. The absence must be submitted
to the immediate supervisor within five days prior to the leave but no later
than three days after the leave (in those situations where prior approval is
not possible). Up to one day of unused personal leave (up to eight hours) may
be rolled over at the end of the fiscal year to the next fiscal year. Personal
leave hours are not considered hours worked for the calculation of overtime.
Personal leave balances are not paid out upon separation from the
college.
(2) Personal leave for employees hired
after the beginning of the fiscal year will be prorated as
follows:
(a) Employees hired in July, August or September shall receive
three days.
(b) Employees hired in October, November or December shall
receive two days.
(c) Employees hired in January, February or March shall receive
one day.
(d) Employees hired in April, May or June shall not receive a
personal day for that fiscal year.
(3) This benefit applies to all full-time exempt staff,
full-time non-exempt staff and full-time faculty.
(B) Bereavement leave
(1) Accumulated sick
leave may be used for an employee's absence due to a death in the
employee's immediate family, defined as: brother, sister, mother, father,
wife, husband, son, daughter, mother-in-law, father-in-law, sister-in-law,
brother-in-law, stepchildren, stepparent, grandparent, step-grandparent,
grandchildren and step-grandchildren.
(2) Bereavement leave due to a death not
in the employee's immediate family shall be taken as personal leave or
vacation leave.
(3) Employees will document this leave to
their immediate supervisor within five days prior to the leave but not later
than three days after the leave (in those situations where prior approval is
not possible).
(4) This benefit applies to all full-time exempt staff,
full-time non-exempt staff and full-time faculty.
(C) Jury duty
(1) Requests for approval
of this leave should be directed to the immediate supervisor within five days
prior to the leave but no later than three days after the leave (in situations
where prior approval is not possible).
(2) Payment for this
leave will be regular pay less the amount received for jury or witness duty.
(3) This benefit applies to all full-time exempt staff,
full-time non-exempt staff and full-time faculty.
(D) Military service leave
(1) The college grants
employees, except for temporary employees, who enlist or are inducted into
military forces for the United States, including the Ohio national guard, a
leave of absence and benefits to include regular pay, and entitled to all
re-employment rights in accordance with the Revised Code and federal laws
including the Uniformed Services Employment and Reemployment Rights Act of 1994
(USERRA).
(2) This applies when the
service member is required to participate for military service, training duty
or related obligations as members of an armed forces reserve organization or
the national guard, or when they are called out on an emergency basis for such
service per the Revised Code.
(3) The USERRA prohibits
discrimination and retaliation for the person's membership (voluntary or
unvoluntary) in the uniformed services with regard to any aspect of employment
and the college adopts and follows this principle.
(E) Professional development
leave
Time away from work for professional development
to attend meetings or conferences may, at the discretion of the immediate
supervisor, be granted whenever attendance would directly contribute to the
professional development of the employee, or as otherwise considered to be in
the best interest of the institution.
(F) Unpaid leave of absence
(1) Up to thirty days of
unpaid leave may only be requested in the event twelve weeks of approved Family
Medical Leave Act (FMLA) leave has been exhausted, and additional time off is
needed per the health care provider. Before the unpaid leave of absence is
considered, the employee must have also exhausted all of their sick, personal,
and vacation time.
(2) Requests for approval
for an unpaid leave of absence shall be sent to the immediate supervisor,
executive council member and human resources no later than thirty days prior to
the first day of the requested leave. Documentation from the health care
provider is required. Employees whose positions are contracted and/or funded by
outside sources are not eligible for unpaid leaves of absence. The college
assumes no financial obligation for unpaid leaves of absence.
(3) For unpaid leaves
that fall under FMLA, the employee shall be responsible for continuing to pay,
on a bi-weekly basis, the employee share of insurance premiums under which they
are covered as well as other debts owed to the college that would normally be
satisfied through payroll deduction. For unpaid leaves as an extension of
approved FMLA, the employee shall pay, on a bi-weekly basis, the full amount of
insurance premiums under which they are covered as well as other debts owed to
the college that would normally be satisfied through payroll deduction. While
on an unpaid leave of absence, other than FMLA, neither sick leave nor vacation
leave shall be accrued.
(4) In the event the
employee does not return to work, the college may choose to terminate
employment and back-fill the employee's position.
(G) Voting leave
Since employees can usually vote before or after
their regular working hours, the college does not make provisions for time off
taken to vote.
(H) Sick leave
Please refer to the sick leave policy.
(I) Family and medical leave
Please refer to the Family and Medical Leave Act
policy.
(J) Vacation leave
Please refer to the vacation leave
procedures.
