Article 12: Leave Time

1. Medical Leave

An Employee shall be eligible for up to five (5) days of medical leave pay in

a semester/session beginning the first day of the initial employment period.

The Employee must take medical leave when unable to meet employment

obligations (e.g., lectures, recitations, labs, office hours, staff meetings, etc.)

because of personal illness, injury, or other disabling medical condition, or

when the Employee’s physical presence is needed for direct participation

in the care of the Employee’s ill, injured or disabled spouse, child (including

step-child), mother, or father. The Employer may request documentation

of such need, and the Employee shall provide documentation when

requested.

Nothing in this Article shall be construed so as to limit an Employee’s rights

under the Family Medical Leave Act.

2. Jury Duty/Court Testimony

In the event an Employee is unable to meet employment obligations (e.g.,

lectures, recitations, labs, office hours, staff meetings, etc.), because he/she

is summoned and reports for jury duty or is subpoenaed for court testimony

in a legal action to which he/she is not a party, the Employee shall

be granted paid time off. An Employee who uses leave to serve jury duty

will remit to the Employer his/her jury duty pay, if any. When summoned

or subpoenaed for jury duty or testimony, the Employee shall provide the

immediate supervisor (or department or unit designee) with written verification

(i.e., copy of summons or subpoena) of the times and dates of the

required service.

3. Immigration Proceedings

In the event an Employee is unable to meet employment obligations (e.g.,

lectures, recitations, labs, office hours, staff meetings, etc.) because he/she

is compelled during working hours to participate in immigration proceedings

for him/herself or for the Employee’s spouse or child (including stepchild),

such absence shall be with compensation for up to two (2) days

of absence. If compelled to participate in immigration proceedings during

working hours, the Employee shall provide the immediate supervisor (or

department or unit designee) with written verification from the involved

governmental agency including times and dates relevant to the absence.

4. Bereavement Leave

An Employee will be granted up to five (5) consecutive university working

days off with pay to attend the funeral, memorial, or other similar service

or gathering, and/or to make arrangements necessitated by the death of

a family member. In this case, family member will be defined as spouse,

parent (or other person standing in loco-parentis to Employee), child (including

step-child), grandparent, sibling, or the Employee’s spouse’s parent,

grandparent, or sibling.

Designee in Lieu of Spouse

An Employee may, in lieu of and other than a spouse, designate one person

for whom the Employee may exercise the benefits of items 1, 3, and 4 of

this article.

5. Replacement Coverage

In the event an Employee is unable to meet employment obligations for

reasons covered under this Article, the Employee will notify the appropriate

immediate supervisor (or department or unit designee) as promptly

as possible so that arrangements for the absence can be made by the Employer.

In addition, an Employee will make reasonable efforts to assist in

arrangements for another to meet his or her employment obligations. It is

the responsibility of the Employer to find a temporary replacement.

In no case will the Employee be required to pay for the replacement work

or coverage.