Leave of absence without pay, upon gaining eligibility for consideration thereof, is at the discretion of the President. It is not a matter of right. Leave of absence without pay is defined as time off with permission, but without pay. Leaves of absence without pay may be granted for the following reasons:
- Personal illness or injury to employee.
- Employees receiving Long-Term Disability benefits.
- Emergency. Due to serious illness in immediate family or catastrophe involving employee’s personal property. (Employees who have exhausted applicable paid leave or any applicable FMLA, or when FMLA does not apply).
- Education. Employees may request a leave of absence without pay to attend a college, university, special workshop, or institute.
- Military Service. Military service leave may be “with pay” in some circumstances.
- Personal Reasons.
With the exception of military leave and employee entitlements to FMLA, the following will normally be required as conditions precedent to consideration of requests for leave of absence without pay:
- A minimum of 2 years of continuous prior employment with the College for leaves of more than 30 work days,
- A satisfactory work performance and attendance record at the College, and
- The availability of temporary employee(s) to "cover" the proposed period of absence, and the effect of leave on the level of service delivered by or to the College.
With the exception of military leaves and certain Family and Medical Leaves, all accumulated annual leave, sick leave, and compensatory time, when applicable, must be used by the employee prior to beginning a leave of absence without pay. The maximum length of a leave of absence without pay is normally 12 calendar months.
Supervisors reporting directly to a Dean, Executive Vice President or Vice President may approve leaves without pay for periods of 5 work days or less. The Executive Vice President or Vice President may approve leaves without pay for periods of 30 work days or less. All leaves without pay of more than 30 work days must be approved by the President. (Procedures Memorandum VI-1)
HR Contact: Julie Nohrenberg, (402) 457-2232