Leave for Jury Duty. A bargaining unit member who is summoned as a member of a jury panel shall be granted leave with pay; any jury fees shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging, and travel expenses incurred while serving as a juror. A bargaining unit member subpoenaed as a witness, not involving litigation in which he or she is a principal, shall be granted leave with pay and any witness fee shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging and travel expenses incurred while serving as a witness. A bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant shall have his or her appearance in such cases considered a part of a normal work assignment. The bargaining unit member shall be paid per diem, if eligible, and travel expenses, and shall be required to turn over to the College any fees received from the court. In no case shall leave with pay be granted for court attendance when a bargaining unit member is engaged in personal litigation in which he or she is a principal, however, a bargaining unit member may be granted vacation, personal or emergency leave in such cases with the approval of the President; and provided further, that a bargaining unit member who is involved in litigation as a result of action relating to the carrying out of his or her official College duties and responsibilities may be granted leave with pay for court attendance upon approval of the President. A bargaining unit member who is required to go to court for jury duty or as a witness will complete and submit for approval a “Request for Leave” form (BA816) prior to the date of the court session(s). The bargaining unit member will write “jury/witness duty” in the “other” section of the form. The bargaining unit member will also be required to attach a copy of the summons or subpoena to the “Request for Leave” form. Any bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant will also process a “Request for Leave” form. Such time will be considered “Temporary Duty Elsewhere”.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Leave for Jury Duty. A bargaining unit member who is summoned as a member of a jury panel shall be granted leave with pay; any jury fees shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging, and travel expenses incurred while serving as a juror. A bargaining unit member subpoenaed as a witness, not involving litigation in which he or she is a principal, shall be granted leave with pay and any witness fee shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging and travel expenses incurred while serving as a witness. A bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant shall have his or her appearance in such cases considered a part of a normal work assignment. The bargaining unit member shall be paid per diem, if eligible, and travel expenses, and shall be required to turn over to the College any fees received from the court. In no case shall leave with pay be granted for court attendance when a bargaining unit member is engaged in personal litigation in which he or she is a principal, however, a bargaining unit member may be granted vacation, personal or emergency leave in such cases with the approval of the President; and provided further, that a bargaining unit member who is involved in litigation as a result of action relating to the carrying out of his or her official College duties and responsibilities may be granted leave with pay for court attendance upon approval of the President. A bargaining unit member who is required to go to court for jury duty or as a witness will complete and submit for approval a “Request for Leave” form (BA816) prior to the date of the court session(s). The bargaining unit member will write “jury/witness duty” in the “other” section of the form. The bargaining unit member will also be required to attach a copy of the summons or subpoena to the “Request for Leave” form. Any bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant will also process a “Request for Leave” form. Such time will be considered “Temporary Duty Elsewhere”. Section I: Sabbatical Leave for Instructional Faculty, Counselors and Librarians The following guidelines for sabbatical leave have been established for instructional faculty, counselors and librarians.
1. Sabbatical leave may be granted for the purpose of travel or professional academic advancement.
2. Not more than two percent (2%) of the full-time instructional faculty, counselors or librarians, in the aggregate, shall be on sabbatical leave during one fiscal year.
3. Eligible employees are those who are in or beyond the seventh continuous year of full-time employment at the College. Once an employee has been awarded a Sabbatical Leave, an additional seven years of full-time service must accrue before that employee is eligible for a second Sabbatical Leave.
4. An employee on sabbatical leave may request one term of leave with one hundred percent (100%) of full pay, or two terms with seventy-five percent (75%) of full pay.
5. a. Those applying for sabbatical leave must, by December 1, submit to the Sabbatical Leave Committee a written outline of his/her plans, which shall show the benefit to be derived from his/her leave by the instructional program of the College.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Leave for Jury Duty. A bargaining unit member who is summoned as a member of a jury panel shall be granted leave with pay; any jury fees shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging, and travel expenses incurred while serving as a juror. A bargaining unit member subpoenaed as a witness, not involving litigation in which he or she is a principal, shall be granted leave with pay and any witness fee shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging and travel expenses incurred while serving as a witness. A bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant shall have his or her appearance in such cases considered a part of a normal work assignment. The bargaining unit member shall be paid per diem, if eligible, and travel expenses, and shall be required to turn over to the College any fees received from the court. In no case shall leave with pay be granted for court attendance when a bargaining unit member is engaged in personal litigation in which he or she is a principal, however, a bargaining unit member may be granted vacation, personal or emergency leave in such cases with the approval of the President; and provided further, that a bargaining unit member who is involved in litigation as a result of action relating to the carrying out of his or her official College duties and responsibilities may be granted leave with pay for court attendance upon approval of the President. A bargaining unit member who is required to go to court for jury duty or as a witness will complete and submit for approval a “Request for Leave” form (BA816) prior to the date of the court session(s). The bargaining unit member will write “jury/witness duty” in the “other” section of the form. The bargaining unit member will also be required to attach a copy of the summons or subpoena to the “Request for Leave” form. Any bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant will also process a “Request for Leave” form. Such time will be considered “Temporary Duty Elsewhere”. Section I: Sabbatical Leave for Instructional Faculty, Counselors and Librarians The following guidelines for sabbatical leave have been established for instructional faculty, counselors and librarians.
1. Sabbatical leave may be granted for the purpose of travel, professional academic advancement, or health restoration if the employee does not have accumulated sick leave in a sufficient amount to take care of the health problems.
2. Not more than two percent (2%) of the full-time instructional faculty, counselors or librarians, in the aggregate, shall be on sabbatical leave during one fiscal year.
3. The employee must be on continuing contract to be eligible for sabbatical leave.
4. Eligible employees are those who are in or beyond the seventh continuous year of full-time employment at the College. Once an employee has been awarded a Sabbatical Leave, an additional seven years of full-time service must accrue before that employee is eligible for a second Sabbatical Leave.
5. An employee on sabbatical leave may request one term of leave with one hundred percent (100%) of full pay, or two terms with seventy-five percent (75%) of full pay.
a. Except for emergency health reasons, those applying for sabbatical leave must, by December 1, submit to the Sabbatical Leave Committee a written outline of his/her plans, which shall show the benefit to be derived from his/her leave by the instructional program of the College.
b. When a sabbatical leave is taken, a written report must be completed and submitted to the Vice President of Academic Affairs.
7. An employee who is granted sabbatical leave must return to Palm Beach State College for one contractual year of service following such leave, or he/she will be required to repay to the College any salary paid to him while on leave. Exception to this rule may be made if both the College and the person agree to the exception. Should the person who is granted a sabbatical leave not be able to proceed with the plans for which the sabbatical leave was awarded, he/she must return to the campus for duty.
8. Sabbatical leave does not obviate any fringe benefits (except sick leave and annual leave) and shall begin on the first duty day of the term for which it is granted, unless the recipient requests and receives approval otherwise.
9. A Sabbatical Leave Committee shall be created and appointed by the President or his designee. Any action or recommendation of the Committee will be advisory to the President. Section J: Educational Leave for PSAV Instructors The following guidelines for educational leave have been established for PSAV Instructors.
1. Educational leave may be granted to no more than one full-time PSAV Instructor at a time and no employee may be granted educational leave for more than one calendar year (Fall, Spring and Summer). Supervisors must initiate the process by providing detailed information regarding the benefit to the College by the employee obtaining a degree.
2. The leave will be a full leave of absence at 50% of the employee’s annual salary. The amount typically paid by the College for employee’s health and dental insurance, life insurance and long-term disability will continue to be paid by the College. Any premium or benefit which is deducted through payroll may be continued; however the employee will be responsible for the deductions. Annual and sick leave will not accrue during the employee’s absence.
3. Funding for the employee’s salary while on educational leave will be paid from Staff and Program Development (S&PD) funds. Approval for educational leave will be granted in the Spring to begin the following Fall.
4. The President or designee will appoint an Educational Leave Committee. Any action or recommendation of the Committee will be advisory to the President.
5. In order to be eligible, a nominated employee should be within one year of completing a degree and have completed seven years of continuous full-time employment. A full-time course schedule (at least 12 hours) per semester must be maintained while on educational leave. The educational institution attended must be accredited by one of the seven regional accrediting organizations.
6. Application Process: The application must be submitted to the Vice President of Academic Affairs by March 1, and must include the following:
(1) Detailed report of the benefit to the College.
(2) Synopsis of educational plans or career path.
(3) Degree audit from an advisor at the institution the employee will be attending.
7. Upon completion of educational leave: The employee must submit to the Vice President of Academic Affairs, or designee, a report of the work accomplished, credits earned and degree awarded during the leave. The supervisor must submit objectives and goals to be followed as a result of the employee’s completion of the degree. These reports must be submitted within 45 days after completion of the educational leave.
8. An employee granted educational leave must return to Palm Beach State College for three years of service following such leave, or will be required to repay to the College any salary earned while on leave. Repayment will be prorated based on amount of time worked after completion of leave and will be determined by the time the employee was away from the College: Employees granted three semesters: Less than 1 year 100% 1-2 years 75% 2-3 years 50% Employees granted two semesters: Less than 1 year 100% 1-2 years 50% Employees granted one semester: Less than 1 year 100% Extenuating circumstances will be reviewed individually by the President or designee.
9. Should the employee not be able to proceed or continue with the plans for which the leave was awarded, the employee must notify the supervisor.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Leave for Jury Duty. A bargaining unit member who is summoned as a member of a jury panel shall be granted leave with pay; any jury fees shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging, and travel expenses incurred while serving as a juror. A bargaining unit member subpoenaed as a witness, not involving litigation in which he or she is a principal, shall be granted leave with pay and any witness fee shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging and travel expenses incurred while serving as a witness. A bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant shall have his or her appearance in such cases considered a part of a normal work assignment. The bargaining unit member shall be paid per diem, if eligible, and travel expenses, and shall be required to turn over to the College any fees received from the court. In no case shall leave with pay be granted for court attendance when a bargaining unit member is engaged in personal litigation in which he or she is a principal, however, a bargaining unit member may be granted vacation, personal or emergency leave in such cases with the approval of the President; and provided further, that a bargaining unit member who is involved in litigation as a result of action relating to the carrying out of his or her official College duties and responsibilities may be granted leave with pay for court attendance upon approval of the President. A bargaining unit member who is required to go to court for jury duty or as a witness will complete and submit for approval a “Request for Leave” form (BA816) prior to the date of the court session(s). The bargaining unit member will write “jury/witness duty” in the “other” section of the form. The bargaining unit member will also be required to attach a copy of the summons or subpoena to the “Request for Leave” form. Any bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant will also process a “Request for Leave” form. Such time will be considered “Temporary Duty Elsewhere”. Section I: Sabbatical Leave for Instructional Faculty, Counselors and Librarians The following guidelines for sabbatical leave have been established for instructional faculty, counselors and librarians.
1. Sabbatical leave may be granted for the purpose of travel, professional academic advancement, or health restoration if the employee does not have accumulated sick leave in a sufficient amount to take care of the health problems.
2. Not more than two percent (2%) of the full-time instructional faculty, counselors or librarians, in the aggregate, shall be on sabbatical leave during one fiscal year.
3. The employee must be on continuing contract to be eligible for sabbatical leave.
4. Eligible employees are those who are in or beyond the seventh continuous year of full-time employment at the College. Once an employee has been awarded a Sabbatical Leave, an additional seven years of full-time service must accrue before that employee is eligible for a second Sabbatical Leave.
5. An employee on sabbatical leave may request one term of leave with one hundred percent (100%) of full pay, or two terms with seventy-five percent (75%) of full pay.
a. Except for emergency health reasons, those applying for sabbatical leave must, by December 1, submit to the Sabbatical Leave Committee a written outline of his/her plans, which shall show the benefit to be derived from his/her leave by the instructional program of the College.
b. When a sabbatical leave is taken, a written report must be completed and submitted to the Vice President of Academic Affairs.
7. An employee who is granted sabbatical leave must return to Palm Beach State College for one contractual year of service following such leave, or he/she will be required to repay to the College any salary paid to him while on leave. Exception to this rule may be made if both the College and the person agree to the exception. Should the person who is granted a sabbatical leave not be able to proceed with the plans for which the sabbatical leave was awarded, he/she must return to the campus for duty.
8. Sabbatical leave does not obviate any fringe benefits (except sick leave and annual leave) and shall begin on the first duty day of the term for which it is granted, unless the recipient requests and receives approval otherwise.
9. A Sabbatical Leave Committee shall be created and appointed by the President or his designee. Any action or recommendation of the Committee will be advisory to the President. Section J: Educational Leave for PSAV Instructors The following guidelines for educational leave have been established for PSAV Instructors.
1. Educational leave may be granted to no more than one full-time PSAV Instructor at a time and no employee may be granted educational leave for more than one calendar year (Fall, Spring and Summer). Supervisors must initiate the process by providing detailed information regarding the benefit to the College by the employee obtaining a degree.
2. The leave will be a full leave of absence at 50% of the employee’s annual salary. The amount typically paid by the College for employee’s health and dental insurance, life insurance and long-term disability will continue to be paid by the College. Any premium or benefit which is deducted through payroll may be continued; however the employee will be responsible for the deductions. Annual and sick leave will not accrue during the employee’s absence.
3. Funding for the employee’s salary while on educational leave will be paid from Staff and Program Development (S&PD) funds. Approval for educational leave will be granted in the Spring to begin the following Fall.
4. The President or designee will appoint an Educational Leave Committee. Any action or recommendation of the Committee will be advisory to the President.
5. In order to be eligible, a nominated employee should be within one year of completing a degree and have completed seven years of continuous full-time employment. A full-time course schedule (at least 12 hours) per semester must be maintained while on educational leave. The educational institution attended must be accredited by one of the seven regional accrediting organizations.
6. Application Process: The application must be submitted to the Vice President of Academic Affairs by March 1, and must include the following:
(1) Detailed report of the benefit to the College.
(2) Synopsis of educational plans or career path.
(3) Degree audit from an advisor at the institution the employee will be attending.
7. Upon completion of educational leave: The employee must submit to the Vice President of Academic Affairs, or designee, a report of the work accomplished, credits earned and degree awarded during the leave. The supervisor must submit objectives and goals to be followed as a result of the employee’s completion of the degree. These reports must be submitted within 45 days after completion of the educational leave.
8. An employee granted educational leave must return to Palm Beach State College for three years of service following such leave, or will be required to repay to the College any salary earned while on leave. Repayment will be prorated based on amount of time worked after completion of leave and will be determined by the time the employee was away from the College: Employees granted three semesters: Time completed Less than 1 year Amount of repayment 100% 1-2 years 75% 2-3 years 50% Employees granted two semesters: Less than 1 year 100% 1-2 years 50% Employees granted one semester: Less than 1 year 100% Extenuating circumstances will be reviewed individually by the President or designee.
9. Should the employee not be able to proceed or continue with the plans for which the leave was awarded, the employee must notify the supervisor.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Leave for Jury Duty. A bargaining unit member who is summoned as a member of a jury panel shall be granted leave with pay; any jury fees shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging, and travel expenses incurred while serving as a juror. A bargaining unit member subpoenaed as a witness, not involving litigation in which he or she is a principal, shall be granted leave with pay and any witness fee shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging and travel expenses incurred while serving as a witness. A bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant shall have his or her appearance in such cases considered a part of a normal work assignment. The bargaining unit member shall be paid per diem, if eligible, and travel expenses, and shall be required to turn over to the College any fees received from the court. In no case shall leave with pay be granted for court attendance when a bargaining unit member is engaged in personal litigation in which he or she is a principal, however, a bargaining unit member may be granted vacation, personal or emergency leave in such cases with the approval of the President; and provided further, that a bargaining unit member who is involved in litigation as a result of action relating to the carrying out of his or her official College duties and responsibilities may be granted leave with pay for court attendance upon approval of the President. A bargaining unit member who is required to go to court for jury duty or as a witness will complete and submit for approval a “Request for Leave” form (BA816) prior to the date of the court session(s). The bargaining unit member will write “jury/witness duty” in the “other” section of the form. The bargaining unit member will also be required to attach a copy of the summons or subpoena to the “Request for Leave” form. Any bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant will also process a “Request for Leave” form. Such time will be considered “Temporary Duty Elsewhere”.
Section I: Sabbatical Leave for Instructional Faculty, Counselors and Librarians The following guidelines for sabbatical leave have been established for instructional faculty, counselors and librarians.
1. Sabbatical leave may be granted for the purpose of travel or professional academic advancement.
2. Not more than two percent (2%) of the full-time instructional faculty, counselors or librarians, in the aggregate, shall be on sabbatical leave during one fiscal year.
3. Eligible employees are those who are in or beyond the seventh continuous year of full-time employment at the College. Once an employee has been awarded a Sabbatical Leave, an additional seven years of full-time service must accrue before that employee is eligible for a second Sabbatical Leave.
4. An employee on sabbatical leave may request one term of leave with one hundred percent (100%) of full pay, or two terms with seventy-five percent (75%) of full pay.
a. Those applying for sabbatical leave must, by December 1, submit to the Sabbatical Leave Committee a written outline of his/her plans, which shall show the benefit to be derived from his/her leave by the instructional program of the College.
b. When a sabbatical leave is taken, a written report must be completed and submitted to the Vice President of Academic Affairs.
6. An employee who is granted sabbatical leave must return to Palm Beach State College for one contractual year of service following such leave, or he/she will be required to repay to the College any salary paid to him while on leave. Exception to this rule may be made if both the College and the person agree to the exception. Should the person who is granted a sabbatical leave not be able to proceed with the plans for which the sabbatical leave was awarded, he/she must return to the campus for duty.
7. Sabbatical leave does not obviate any fringe benefits (except sick leave and annual leave) and shall begin on the first duty day of the term for which it is granted, unless the recipient requests and receives approval otherwise.
8. A Sabbatical Leave Committee shall be created and appointed by the President or his designee. Any action or recommendation of the Committee will be advisory to the President.
Section J: Educational Leave for PSAV Instructors The following guidelines for educational leave have been established for PSAV Instructors.
1. Educational leave may be granted to no more than one full-time PSAV Instructor at a time and no employee may be granted educational leave for more than one calendar year (Fall, Spring and Summer). Supervisors must initiate the process by providing detailed information regarding the benefit to the College by the employee obtaining a degree.
2. The leave will be a full leave of absence at 50% of the employee’s annual salary. The amount typically paid by the College for employee’s health and dental insurance, life insurance and long-term disability will continue to be paid by the College. Any premium or benefit which is deducted through payroll may be continued; however the employee will be responsible for the deductions. Annual and sick leave will not accrue during the employee’s absence.
3. Funding for the employee’s salary while on educational leave will be paid from Staff and Program Development (S&PD) funds. Approval for educational leave will be granted in the Spring to begin the following Fall.
4. The President or designee will appoint an Educational Leave Committee. Any action or recommendation of the Committee will be advisory to the President.
5. In order to be eligible, a nominated employee should be within one year of completing a degree and have completed seven years of continuous full-time employment. A full-time course schedule (at least 12 hours) per semester must be maintained while on educational leave. The educational institution attended must be accredited by one of the seven regional accrediting organizations.
6. Application Process: The application must be submitted to the Vice President of Academic Affairs by March 1, and must include the following:
(1) Detailed report of the benefit to the College.
(2) Synopsis of educational plans or career path.
(3) Degree audit from an advisor at the institution the employee will be attending.
7. Upon completion of educational leave: The employee must submit to the Vice President of Academic Affairs, or designee, a report of the work accomplished, credits earned and degree awarded during the leave. The supervisor must submit objectives and goals to be followed as a result of the employee’s completion of the degree. These reports must be submitted within 45 days after completion of the educational leave.
8. An employee granted educational leave must return to Palm Beach State College for three years of service following such leave, or will be required to repay to the College any salary earned while on leave. Repayment will be prorated based on amount of time worked after completion of leave and will be determined by the time the employee was away from the College: Employees granted three semesters: Time completed Less than 1 year Amount of repayment 100% 1-2 years 75% 2-3 years 50% Employees granted two semesters: Less than 1 year 100% 1-2 years 50% Employees granted one semester: Less than 1 year 100% Extenuating circumstances will be reviewed individually by the President or designee.
9. Should the employee not be able to proceed or continue with the plans for which the leave was awarded, the employee must notify the supervisor.
Section K: Holidays Twelve-month bargaining unit members are scheduled to work every week day with the exception of the holiday/closed days per annum as approved from time to time by the District Board of Trustees, and with the exception of vacation days as approved by the appropriate administrator.
Section L: Tax-Deferred Annuity Payroll deduction shall be provided for any bargaining unit member who wishes to enroll in a tax-deferred annuity program approved by the College.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Leave for Jury Duty. A bargaining unit member who is summoned as a member of a jury panel shall be granted leave with pay; any jury fees shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging, and travel expenses incurred while serving as a juror. A bargaining unit member subpoenaed as a witness, not involving litigation in which he or she is a principal, shall be granted leave with pay and any witness fee shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging and travel expenses incurred while serving as a witness. A bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant shall have his or her appearance in such cases considered a part of a normal work assignment. The bargaining unit member shall be paid per diem, if eligible, and travel expenses, and shall be required to turn over to the College any fees received from the court. In no case shall leave with pay be granted for court attendance when a bargaining unit member is engaged in personal litigation in which he or she is a principal, however, a bargaining unit member may be granted vacation, personal or emergency leave in such cases with the approval of the President; and provided further, that a bargaining unit member who is involved in litigation as a result of action relating to the carrying out of his or her official College duties and responsibilities may be granted leave with pay for court attendance upon approval of the President. A bargaining unit member who is required to go to court for jury duty or as a witness will complete and submit for approval a the request in the online system under “Request for Leavecourt leave” form (BA816) prior to the date of the court session(s). The bargaining unit member will write “jury/witness duty” in the “other” section of the form. The bargaining unit member will also be required to attach a copy of the summons or subpoena to the “Request for Leave” form. Any bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant will also process a submit time in the online system under “Request for Leave” form. Such time will be considered “Temporary Duty Elsewherecourt leave”.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Leave for Jury Duty. A bargaining unit member who is summoned as a member of a jury panel shall be granted leave with pay; any jury fees shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging, and travel expenses incurred while serving as a juror. A bargaining unit member subpoenaed as a witness, not involving litigation in which he or she is a principal, shall be granted leave with pay and any witness fee shall be retained by the bargaining unit member. The College shall not reimburse the bargaining unit member for meals, lodging and travel expenses incurred while serving as a witness. A bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant shall have his or her appearance in such cases considered a part of a normal work assignment. The bargaining unit member shall be paid per diem, if eligible, and travel expenses, and shall be required to turn over to the College any fees received from the court. In no case shall leave with pay be granted for court attendance when a bargaining unit member is engaged in personal litigation in which he or she is a principal, however, a bargaining unit member may be granted vacation, personal or emergency leave in such cases with the approval of the President; and provided further, that a bargaining unit member who is involved in litigation as a result of action relating to the carrying out of his or her official College duties and responsibilities may be granted leave with pay for court attendance upon approval of the President. A bargaining unit member who is required to go to court for jury duty or as a witness will complete and submit for approval a “Request for Leave” form (BA816) prior to the date of the court session(s). The bargaining unit member will write “jury/witness duty” in the “other” section of the form. The bargaining unit member will also be required to attach a copy of the summons or subpoena to the “Request for Leave” form. Any bargaining unit member subpoenaed in line of duty to represent the College as a witness or defendant will also process a “Request for Leave” form. Such time will be considered “Temporary Duty Elsewhere”. Section I: Sabbatical Leave
1. Sabbatical leave may be granted for the purpose of travel, professional academic advancement, or health restoration if the bargaining unit member does not have accumulated sick leave in a sufficient amount to take care of the health problems.
2. Not more than two percent (2%) of the full-time bargaining unit members shall be on sabbatical leave during one fiscal year.
Appears in 1 contract
Samples: Collective Bargaining Agreement
