Illness/Injury/Disability Leave. Leave is available in cases of illness, disability or injury to the academic employee or the academic employee's immediate family or household.
a. For any leave (including leave under FMLA) for illness, disability, or injury which requires absence of ten (10) or more days, the employee may be required to provide documentation from a licensed medical provider of the necessity for the absence. Such medical certification shall include sufficient information to enable the College to determine that the employee is unable to perform the essential functions of their position and include the date on which the condition or treatment began and the probable duration of the condition.
b. Medical certification must be approved by the personnel officer and shall be maintained as a confidential record separate from the employee’s personnel file. If the personnel officer does not approve the medical certification the employee (1) may either re-submit more complete documentation or (2) the College may require, at its expense, that the employee obtain the opinion of a second health care provider designated or approved by the College. In any case where the second opinion differs from the original certification and would render the employee ineligible for the leave, the College and the employee may obtain the opinion of a third health care provider designated or approved jointly by the College and the employee paid for by the College. The third opinion is final and binding.
c. Family and Medical Leave
1. Pursuant to the federal Family and Medical Leave Act of 1993 (FMLA), eligible employees shall be entitled to a total of twelve (12) workweeks of leave during a twelve- month period for one or more of the following:
(a) Disability leave;
(b) Parental leave [up to fourteen (14) weeks in conjunction with Section 6.13.7];
(c) Family medical leave - serious health condition.
Illness/Injury/Disability Leave. Leave is available in cases of illness, disability or injury to the academic employee or the academic employee's immediate family or household.
a. For any leave (including leave under FMLA) for illness, disability, or injury which requires absence of ten (10) or more days, the employee may be required to provide documentation from a licensed medical provider of the necessity for the absence. Such medical certification shall include sufficient information to enable the College to determine that the employee is unable to perform the essential functions of his/her position and include the date on which the condition or treatment began and the probable duration of the condition.
b. Medical certification must be approved by the personnel officer and shall be maintained as a confidential record separate from the employee’s personnel file. If the personnel officer does not approve the medical certification the employee (1) may either re-submit more complete documentation or (2) the College may require, at its expense, that the employee obtain the opinion of a second health care provider designated or approved by the College. In any case where the second opinion differs from the original certification and would render the employee ineligible for the leave, the College and the employee may obtain the opinion of a third health care provider designated or approved jointly by the College and the employee paid for by the College. The third opinion is final and binding.
c. Family and Medical Leave
Illness/Injury/Disability Leave. The District will provide twelve (12) days 4 of leave per year up to a maximum accumulation of days as provided by law for illness, 5 injury, disabilities, and emergencies. The twelve (12) days shall be posted to the credit of
Illness/Injury/Disability Leave. 8.7.1 Requests for leave shall be made in writing to Human Resources as early as possible. The exact date the leave is to begin and end will be determined jointly by the employee and Human Resources.
8.7.2 Accrued sick leave benefits may be used when the employee is ill or temporarily disabled.
8.7.3 Such leave shall commence when the employee is no longer capable of performing the duties of her/his job and concludes when the employee is capable of resuming those duties.
8.7.4 Upon returning, the employee will be assigned to the position held before the leave or to an equivalent position with at least equivalent compensation.
8.7.5 A shorter or longer leave than specified will be granted if the employee submits such a request in writing, supported by the employee’s personal physician’s statement that the employee’s health justified the request, or if the employee and the District agree to a longer leave to their mutual advantage. If, at the time specified for return to active employment, the employee is unable to return because of medical complications, as supported by the employee's physician’s affidavit, additional leave will be granted to the extent necessary.
8.7.6 While on leave, the employee may request an earlier return to active employment than indicated. Details of such a return would be worked out with Human Resources.
8.7.7 At least two (2) weeks prior to the agreed‐upon ending date of the leave; the employee shall notify Human Resources of the employee’s intent to: (1) return to duty; (2) request extension of leave; (3) resign.
8.7.8 Leaves granted for periods beyond those covered by allowable accrued sick leave will be granted without pay.
8.7.9 Employees granted leave will be subject to the same staff reductions and reassignment provisions as other employees during the duration of such leave.
Illness/Injury/Disability Leave. 1. Request for leave for the period of illness, injury or disability shall be made in writing to the Board through the Superintendent or designee as early as possible. The exact date the leave is to begin and end will be determined jointly by the Employee and the Superintendent or designee.
