PRO 5.080 Family and Medical Leave
- A maximum of one year of unpaid leave may be taken for the following:
- Birth or placement for adoption or foster care of a child within 12 months of birth or placement;
- Serious health condition of a spouse, child, or parent;
- Employee’s own serious health condition.
- A first and second extension of child care leave shall be granted annually upon request thirty (30) days prior to the termination of the existing leave. A further extension of child care leave may be granted at the discretion of the board of trustees upon the recommendation of the President of the college.
- Such leave will be unpaid by the college unless the employee has personal, vacation, or sick time which they choose to use. Benefits will continue through the first year of the employee’s leave and be paid by the college. If an employee elects not to return to work for reasons other than a continuation, recurrence, or onset of a serious health condition, the college will charge the employee the appropriate health coverage premiums. Continuation of benefits beyond one year may be provided at the discretion of the board of trustees upon the recommendation of the President of the college.
- At the employee’s request, the college may grant a leave on an intermittent or reduced basis for the birth or adoption of a child. The employee must provide the college with 30 days advance notice or such notice as is practicable before the date on which the leave will begin. In addition, if a planned medical treatment is to take place, the employee is required to notify the college 30 days in advance or as is practicable before the date the leave will begin.
- An employee may take a leave on an intermittent or reduced schedule if either the employee or the employee’s family member has a serious medical condition.
- The college requires that an employee provide certification of a serious health condition for his/her own serious health condition or that of a family member. All certification requests must be submitted to the director of human resources in a timely manner.
- An employee returning from a family or medical leave will be returned either to the same position he or she had before, or to a position equivalent in pay, benefits, and other terms and conditions of employment. Re-employment after leave in excess of one year will be conditioned by the availability of an opening for which the individual is qualified. The employee must notify the director of human resources the end of the leave to ensure proper placement.
To view the policy, go to POL 5.080 Family and Medical Leave