Religious Observance Leave. Where there is a conflict between an Employee’s scheduled work and the Employee’s observance of spiritual, cultural, or holy days consistent with their religious beliefs, the Employee, in consultation with their Employment Supervisor, shall be allowed to reschedule their work. If the work cannot be rescheduled, the Employee will suffer no loss of pay. The Employee will inform their Employment Supervisor of the day of observance at the time of their appointment and to the extent that the day of observance affects students. They will inform students of any change in schedule either at the start of the Academic Term or no later than thirty (30) Calendar Days before the date.
Religious Observance Leave. Temporary, contract and regular faculty may be granted a leave with pay for special religious observances of the employee's faith falling on a regular workday.
Religious Observance Leave. Where there is a conflict between an Employee’s scheduled work and the Employee’s observance of spiritual, cultural, or holy days consistent with his/her religious beliefs, the Employee, in consultation with his/her Faculty Supervisor, shall be allowed to reschedule his/her work.
Religious Observance Leave. An employee may elect to work overtime to earn compensatory time for an absence for religious observance. An employee’s request to earn compensatory time for use for religious observance shall not be denied if the modification to the employee’s schedule does not interfere with the efficient operation of the College. An employee’s supervisor shall reasonably accommodate an employee’s request to use leave for religious observance when the employee is scheduled to work on a College holiday if accommodations can be made without serious interference with the efficiency of the College. If a reasonable accommodation cannot be made, the supervisor may deny the leave request.
Religious Observance Leave. Employees shall be entitled to up to three (3) days of leave with pay each year to observe their spiritual or holy days. If possible, an Employee shall attempt to make up this time off or attempt to arrange an exchange of the Employee’s duties with another qualified individual. If the above is not possible, the Employee shall be entitled to leave with pay and shall give at least two weeks' notice of the leave to the Employee’s Employment Supervisor.
Religious Observance Leave. Up to three (3) days leave shall be granted to an employee for required religious observance. Such days must be recognized religious holidays and shall not be permitted for circumstances where personal alternative attendance options exist. A deduction of these days will be made from sick leave. Notification must be submitted to their immediate supervisor, in writing, at least three (3) days prior to such absence.
Religious Observance Leave. Employee's may request up to two (2) unpaid holidays per calendar year for a reason of faith or conscience or an organized activity conducted under the auspices of a religious denomination, church or religious organization. Employees whose religious affiliation requires observance of mandatory holy days during work hours may elect to charge part or all of these two days against their own sick/emergency leave balance.
Religious Observance Leave. Employees shall be allowed to use personal, or annual leave with supervisory approval, in order to attend religious observances. Employees must provide twenty-four (24) hour notification.
Religious Observance Leave. Employees shall be afforded a leave of absence for purposes of religious holiday observance. Written notice of the need for such leave must be provided to the Superintendent or designee at least five (5) days prior to the leave day(s). Personal leave days shall be used by the employee for religious observance leave; if an employee has exhausted his/her personal leave, such religious observance days shall be unpaid.
Religious Observance Leave. If the religious observance requires absence from work, an employee may use personal leave or leave without pay, provided that advanced approval from Human Resources is obtained.
