Leaves and Absences
The following information is directly from the Tyler Junior College Board Policy.
Sick leave shall accrue at the rate of one workday for each month employed, but may not be used until after three months of employment. Sick leave may accrue to a maximum of 90 days. Full-time personnel who are employed on a less than 12-months basis shall earn a pro rata share of sick leave. Part-time and temporary (hourly and daily) employees are not eligible for sick leave benefits.
Sick leave may be used for personal illness or illness of members of the immediate family. Immediate family is defined as mother, father, sister, brother, spouse, child, grandparents, or equivalent in-laws.
Upon termination or retirement from the College all accumulated sick leave is forfeited.
Employees with an initial employment date prior to May 22, 1997, fall under the provisions of the previous policy [DEC(LOCAL) DEATH BENEFITS issued October 16, 1995] which allowed payment in the amount of one-half of the accumulated sick leave days at the current salary rate of the terminating/retiring employee.
Sick and personal leave may not be used as terminal leave or converted to compensation.
Leave Without Pay Due to Illness
The College President shall have authority, subject to the approval of the Board, to grant a leave of absence without pay for a period not to exceed five consecutive months to a faculty member or staff employee who applies for such leave of absence because of a serious personal illness or serious illness of a member of his or her family.
Each employee who is eligible for sick leave is also eligible for two days of personal leave per year. Personal leave shall be re-quested and approved in advance by filing a "Request and Authorization for Leave of Absence" report form with the immediate supervisor. Personal leave is noncumulative and shall be charged against accumulated sick leave.
On the death of an employee, an amount representing one-half of the accumulated sick leave days shall be paid to the designated beneficiary at the rate of the employee's salary at the time of death.
In the event of a death in an employee's immediate family (mother, father, spouse, child, grandparents, sister, brother, or equivalent in-laws), the College President may grant bereavement leave to an employee. Such leave may be approved for up to five working days with pay in a single fiscal year and is not subject to accumulation. Such leave shall be charged against sick leave which has been accumulated.
No deduction shall be made from the salary or wages of any employee who is called for jury service; nor shall such employee be required to account to the College for any fee or compensation received for jury service. In case of instructors the instructional division dean and/or program director should be advised in advance in order that arrangements for a substitute may be made.
Infant Care Leave
Accrued leave may be used for maternity leave. An employee may request infant care leave without pay, limited to one semester, to stay at home with a newborn baby.
Leave of Absence Without Pay for Reasons Other Than Illness
Request and authorization for leave of absence without pay for a period of one semester or more shall be submitted in writing to the instructional dean or other immediate supervisor at least three months prior to the beginning date of the leave requested.
These leaves shall be granted solely at the discretion of the College and may not be granted if it disrupts College staffing or causes other institutional inconveniences.
A contractual employee who is granted a leave of absence without pay for one semester or one year shall not be continued in the College-paid benefits program during the period of absence. When the contractual employee returns to duty, the half-year of employment or the year of absence shall count as a full year in computing years of service at the College.
Employees who have been granted a leave of absence may continue under the College benefits program at their own expense.
An employee absent because of a job-related injury or illness shall be assigned to family and medical leave, if applicable.
Paid Leave Offset
The employee shall inform the appropriate administrator whether he or she chooses to use available paid leave. Any paid leave used shall be offset against workers' compensation wage benefits.
If an employee chooses not to use accumulated sick leave while receiving workers' compensation benefits, the employee shall not receive any compensation from the District during that time.
Sick Leave Pool
The College has established a sick leave pool whereby full-time, benefit-eligible employees may apply to the College Sick Leave Pool Committee to use time in the pool if in the course of one catastrophic injury or illness of the employee or immediate family, the employee has exhausted all the sick leave and vacation leave to which that employee is otherwise entitled. The total paid leave (earned and from the sick leave pool) may not exceed the College's maximum allowable sick leave accumulation of 90 workdays (720 hours) plus any accrued vacation time.
The intent of this policy is to provide for the alleviation of the hardship caused to an employee and the employee's family if a catastrophic illness or injury forces the employee to exhaust all leave time earned and to lose compensation from the College during the maximum allowable of paid sick leave accumulation of 90 days.