EXTENDED PERSONAL LEAVE WITHOUT PAY

410.12.1 Purpose

The purpose of extended personal leave without pay is to recognize that events may occur (such as medical or personal issues) which require the extended absence of an employee when existing leave policies are not available or are inappropriate. In these instances, extended personal leave without pay may be used by the employee with appropriate prior approval.

410.12.2 Eligibility

Eligible employees are regular full-time employees working 30 or more hours per week, full-time one-year temporary employees (as defined in 443.1.3.3, #1) and full-time faculty. Regular part-time employees working less than 30 hours per week, temporary, or probationary employees are not eligible. 

An employee must have at least one year of full-time service to be eligible for an extended leave without pay.

410.12.3 Scope of Benefit

Eligible employees may apply for extended personal leave without pay for up to a maximum of six months.  The minimum length of time for an extended personal leave is 11 workdays.

An employee on personal leave shall have no right to return to the same or a similar position.

410.12.4 Notification Approval Requirements:

The employee shall submit a Leave Request with a written justification to the supervisor at least 30 days in advance of the requested leave time unless circumstances make it clearly impractical to do so. The justification shall explain the reason for the leave of absence, how the duties will be covered during the absence, and the impact the leave will have on the department.

Personal leave will be granted whenever possible given that the operations of the department are maintained to satisfy individual requests.  The approval of such leave shall largely depend upon the circumstances, specialization or critical nature of the employee’s position as well as the practicality of replacing the employee.

The request for extended leave must be submitted to the Human Resources Director supported by the appropriate levels of supervision to the appropriate Dean or Vice President.  The request, once approved at the Dean or Vice President level is forwarded to the Human Resources Director who then submits the request to the President for final approval.  Upon approval the Human Resources Director will notify the employee and appropriate supervisor(s), and process the request.

410.12.5 Employment and Benefits

The College may grant an unpaid leave of absence not to exceed six months.

            1.         The employee must provide the Human Resources Director written notification of intent to return to work a minimum of two weeks prior to the intended return.

            2.         Failure to notify the College, or failure to return to work as agreed, will be considered abandonment of the position and cause for dismissal from the College.

            3.         Benefits such as paid holidays, vacation, sick leave, etc., do not accrue during an extended leave without pay. 

            4.         No refund of retirement contribution is made upon the commencement of the leave, since the return of the employee is anticipated.  Service credits do not accrue during any period of unpaid leave, but shall commence upon the employee's return to work.

            5.         Employee and dependent tuition waivers are not applicable during an extended leave without pay.  Waivers in effect at the beginning of the leave will remain in effect.

            6.         An employee on an extended leave without pay may continue in the group insurance plans through applicable COBRA provisions.