Vacation leave

Eligible staff employees can earn vacation based on years of service, from 14 days a year for those with up to five years of service to 26 days a year for those with 20 years or more of service.

Faculty are given the time between academic terms as leave in lieu of accumulating vacation leave.

Sick leave

A full-time employee earns eight hours of sick leave each month (96 hours per year). A part-time employee earns sick leave on a prorated basis if scheduled to work one-half or more of the workdays in a month.

Family and medical leave

The Family and Medical Leave Act (FMLA) allows employees to take up to 12 weeks of unpaid leave time per year for family and medical needs. To be eligible for FMLA leave, an employee must meet the following requirements:

• Worked for the college for at least 12 months
• Worked at least 1,250 hours during the 12 months immediately prior to the start of the FMLA leave

Paid parental leave is available to employees to care for a newborn or a child under age 18 that has been adopted or legally placed with the employee, such as foster care.

Community service leave

Recognizing the need for volunteers to support schools and other community organizations and the commitment of college employees to volunteer service, community service leave may be granted to employees for the following:

• Parental involvement in children's schools
• Tutoring, mentoring and other volunteer activity in schools or in community service organizations
• Volunteer service in a public university, another community college, a state agency or a community service organization. The service must be outside an employee's normal scope of duties, and no compensation of any kind can be received for the service.

Full-time employees are awarded 24 hours of leave per year each January 1. Part-time employees accrue leave on a prorated basis.

Civil leave

When an employee serves on a jury, he or she is entitled to leave with pay for the period of absence required. The employee is entitled to regular compensation plus fees received for jury duty.

When an employee attends court in connection with official duties, no leave is required. Fees received as a witness while serving in an official capacity will be turned in to the college. When an employee is required to attend court on a day that he or she would normally be off, the time is to be considered as working time and included in the total hours worked per week.

When an annual employee is subpoenaed or directed by proper authority to appear as a witness, he or she will be granted civil leave with pay. Any fees received will be turned in to the college. The employee may use vacation rather than take civil leave with pay, in which case he or she may retain any fees received.

An employee who is a party (plaintiff or defendant) to a court proceeding is not considered a "witness," so vacation leave or leave without pay must be used to attend court.

Military leave

Employees who leave the service of the college to be inducted into the armed forces of the United States or are called to federal active duty during time of war or national emergency will be placed on military leave without pay. Such leave will extend through a date not to exceed 90 days after relieved from military service or the end of the first enlistment.

Upon application to the college within 90 days of the date of discharge, the employee will be entitled to reinstatement in the same position or one of like seniority status and pay. Military leave with pay may be granted for up to 120 working hours (prorated for part-time employees) during the federal fiscal year (October 1 through September 30) for any type of active military duty for members not on extended active duty. See FMLA provisions for military leave for more information.

Educational leave

The Board of Trustees may grant educational leave to full-time, annual personnel upon recommendation of the president or designee. Educational leave will be granted only when the best interests of the college are to be served.

Voluntary shared leave

An employee may donate leave to another employee approved to receive voluntary shared leave because of a medical condition of that employee or of a member of his or her immediate family that will require the employee's absence for a prolonged period.

An employee must must have exhausted all sick, vacation and bonus leave before applying for shared leave and must provide medical evidence to support the need.