Benefits & Wellness

Other Leaves of Absence

Military Leave

An employee, except for a temporary employee, who enlists or is inducted into the military forces of the United States, including the Ohio National Guard, shall be granted a leave of absence and benefits to include regular pay, and entitled to all re-employment rights in accordance with state and federal laws and the Ohio Revised Code including the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).

Employees, except for temporary employees, shall be granted a leave of absence without the loss of pay upon request when they are required to participate for military service, training duty, or related obligations as members of an Armed Forces Reserve Organization or the National Guard, or when they are called out on an emergency basis for such service per the Ohio Revised Code.

Reserve Duty

Employees will be granted a leave of absence without the loss of pay upon request when they are required to participate for military service, training duty, or related obligations as members of an Armed Forces Reserve Organization, the National Guard, or are called out on an emergency basis for such service (Ohio Revised Code, Section 5923.05). Upon application within ninety days or separation from extended active duty, the individual shall be reinstated to his/her former position or a similar position. A person on military leave forfeits his/her reinstatement rights if he/she re-enlists or voluntarily extends his original tour of active duty. Persons, who are members of the Ohio National Guard, or a reserve component of the armed forces, are eligible for military leave without loss of pay for occasional periods of service or training.

Court Attendance/Jury Duty

The College encourages its employees to fulfill their civic duty by responding to a call to jury duty. Employees serving jury duty are entitled to leave with pay. The employee must submit a request for leave to his or her supervisor and the Payroll Department for approval. A copy of the summons for jury duty must be attached to the request. The employee will not be asked to pay to the College any amount of compensation received by the employee from the court. The employee will be compensated their regular salary. The employee is required, however, to return to work any day he or she is excused by the court for a period greater than four (4) hours. Faculty are expected to make suitable arrangements for coverage of classes with the Vice President of Academic Affairs.

If the jury duty falls at a time when the employee cannot be away from work, the College may request that the court allow the employee to choose a more convenient time to serve if he/she makes a request in accordance with the court's procedures. The employee must cooperate with this request.

Employees whose work shifts do not coincide with jury service hours may also be relieved of employment duties during jury service. Arrangements for coverage should be made through the Department of Human Resources in consultation with the employee's department.

Upon the employee's return, the employee must notify their supervisor and must submit a signed Certificate of Jury Service indicating the number of days served.

Bereavement Leave

In the unfortunate event of a death in the immediate family, employees (including fulltime, faculty and part-time) shall be granted three (3) days of bereavement leave with pay upon the death of a member of the employee's immediate family. "Immediate Family" is limited to the employee's spouse (including individuals who are recognized as lawfully married under the law of any state), parents, children, grandparents, siblings, grandchildren, brother-in-law, sister-in-law, mother-in-law, father-in-law, stepmother, stepfather, stepchildren, stepsiblings, or a legal guardian or other person who stands in loco parentis. Compensation shall be at the employee's current rate of pay.

Employees should make their supervisor aware of their situation. In turn, the supervisor should notify the Department of Human Resources of the reason and length of the employee's absence.

Upon returning to work, the employee must record his/her absence as a Bereavement Leave on his/her attendance record. Proof of death and relationship to the deceased may be required.

Attendance at Professional Meetings

The College is firmly committed to a policy of encouraging employees to continue professional development through attendance at professional meetings and conferences. To participate in such meetings an individual must complete the professional meeting request form and receive pre-approval prior to attending the meeting. Requests for reimbursement for expenses that have not been preapproved will be at the discretion of the College.

In addition, faculty should make advance arrangements for classes and other College responsibilities, these arrangements must be acceptable to the Vice President of Academic Affairs or their Dean.

Parental Leave

As part of its efforts to foster a workplace in which professional success can be achieved while maintaining a quality personal and family life, the College supports employees and their families with leave opportunities for new parents. Employees and their supervisors should contact the Department of Human Resources for guidance and assistance with the process.

All requests for leave under this policy should be made as far in advance as possible but generally not less than thirty (30) days before the leave commences. Requests must be in writing and submitted to the Department of Human Resources.