Article 13: Pay Treatment For Absences

An employee may be granted leave with pay, subject to the approval of the supervisor. No sick leave or personal leave will be allowed for days upon which an employee requested but was denied personal or annual/vacation leave unless a doctor's certification is provided.

13.1 Jury Duty

13.1.1

Leave with pay will be granted an employee for court legal process, including jury duty, response to a subpoena or other legal process which requires an absence from duty for other than personal matters. Leave with pay will not be granted to an employee pursuing a claim or called to testify against the College.

13.1.2

To be eligible to receive payment under this provision, an employee must notify his/her supervisor on the first work day after receipts of a notice to report for jury duty.

13.1.3

No employee shall be required to report to work on any day in which he/she served eight (8) hours of duty and had been compensated by the court for an eight (8) hour assignment. Employees may be required to return to work for the period of time not spent on jury duty, excluding reasonable travel time.

13.1.4

Employees will receive their regular hourly rate of pay for jury duty and shall turn over any amounts received for wages from the court to the Employer, except compensation received for mileage and meals.

13.1.5

Such hours paid shall not be counted as hours worked for the purpose of computing overtime.

13.2 Bereavement

13.2.1

An employee may be absent, not to exceed three (3) days with pay due to death in the immediate family. Immediate family consists of employee's spouse or domestic partner, child, stepchild, grandchild, parent, stepparent, sister, stepsister, brother, stepbrother, grandparent, son-in-law, daughter-in-law, sister-in-law, brother-in-law, mother-in-law, father-in-law or others who reside in the same household with the employee, or a person in loco parentis. Appropriate verification may be required.

13.2.2

In the event the employee desires additional leave, if approved, such leave will be deducted from the employee's accrued vacation, personal leave, or leave without pay.

13.2.3

13.3 Military Leave

13.3.1

Military leave will be administered in accordance with federal and state law.

13.4 Sick Leave

13.4.1

Regular full-time employees will accrue four (4) hours of sick leave per biweekly pay period.

13.4.2

When, in the judgment of the immediate supervisor, the employee has used sick leave excessively or inappropriately, the employee may be required to provide a doctor's certificate or other justification in order to be paid for such absence.

13.4.3

Sick leave accrual shall be credited to the employee at the beginning of the pay period for the previous biweekly work period.

13.4.4

Sick leave days may be accumulated not to exceed two hundred and sixty (260) days.

13.4.5

When an employee is absent due to work related illness or injury, the employee will be considered for Workers' Compensation benefits in accordance with state law.

13.4.6

Patterns of paid time off for illness usage, such as but not limited to, the days before or the day after normal days off, holidays or use of leave for vacation may be considered abuse of leave and may result in disciplinary action including termination.

13.5 Personal Leave

13.5.1

One day (eight (8) hours) of personal leave per fiscal year with pay shall be granted to regular full-time employees of the bargaining unit. All personal leave usage should be requested in advance. All requests are subject to the approval of management, whose decision shall be final.

13.5.2

Unused personal leave will be converted to sick leave at the end of the fiscal year.

13.6 Professional Leave

13.6.1

Professional leave with pay may be granted for participation in College related professional activities upon the approval of the appropriate vice president.

13.7 Educational Leave

13.7.1

Educational leave will be administered in accordance with the College's policy and procedures.