In the event of a death in an employee's immediate family, an employee may be granted a leave of absence with pay not to exceed five (5) working days in a calendar year. Immediate family includes mother, father, spouse, son, daughter, brother, sister, in-laws, grandparent(s), grandchildren, domestic partner as defined by applicable law, or other closely related persons, e.g., the employee’s significant other. If additional time is required, an employee may use accumulated vacation days.
- Kin Care
California law requires employers who provide sick leave to allow employees to use up to half of their annual sick leave accrual to attend to an ill child, parent, spouse or registered domestic partner. Employers may not count sick leave taken under this policy to care for ill family members as a basis for adverse employment action such as discipline, demotion, discharge or suspension. College policy prohibits retaliation against employees who use sick leave for this purpose.
- Religious Observances
The College will grant employees time off with pay for participation in Catholic religious services on campus on recognized church holidays or for official College celebrations, memorials or programs with prior approval from employee’s supervisor. Employees not attending these Catholic services are expected to be working their normal work hours. Members of other faiths will also be granted a reasonable amount of time off with pay for participation in religious services on recognized religious holidays of their faith, at the discretion of the Director of Human Resources.
- Time off to Vote
Because the College has a continuing interest in encouraging responsible citizenship, employees are encouraged to vote in primary, general and presidential elections. To make the voting process more available, employees who do not have sufficient time outside their working hours within which to vote will be allowed to take up to two hours off, with pay, for this purpose. Such time off may be taken only at the beginning or end of the employee’s regular working shift. To receive time off for voting, the employee must notify his/her supervisor at least two working days in advance, and must present a valid voter’s registration card. When the employee returns from voting, he/she must present a voter’s receipt to the supervisor.
- Jury Duty
a. Within five (5) business days of notification by the court, the employee must give his/her supervisor a copy of the jury summons.
b. To be paid for serving jury duty, the employee must attach a receipt of jury service (available from the court) to their Attendance or Exception Report.
c. Employees performing jury duty per this policy shall receive regular pay for a period not to exceed 30 work days per calendar year. If the jury duty exceeds 30 working days, the employee may use available accrued vacation or may take unpaid leave as allowed by law.
d. When serving on jury duty or responding to a subpoena, when excused by the judge for a recess of any full or half days, employees are expected to be at work.
e. Exempt employees will earn their normal salary for any full week during which they have spent any time serving on jury duty or during which they were subpoenaed to appear in a judicial proceeding.
f. The employee may retain any jury fees.
- Subpoenas To Appear
- Domestic Violence and Sexual Assault Victims
- Crime Victims
- School Activities
Employees are entitled to take up to 40 hours off per calendar year to attend activities of a K-12 school or licensed day care facility. This time is unpaid but employees may substitute accrued vacation in order to continue pay. A supervisor may require the employee to show proof of attendance.
- Volunteer Civil Service
Unpaid leave of up to 14 days per calendar year is provided for “Emergency rescue personnel”, defined as any person who is an officer, employee, or member of a fire department or fire protection or firefighting agency of the federal government, the State of California, a city, county, district or other public or municipal corporation or political subdivision of California, or a sheriff’s department, police department or a private fire department, whether that person is a volunteer or partly paid or fully paid, while he or she is actually engaged in providing emergency services or training to provide these services.
- Uniformed Services Employment and Re-Employment Rights Act (USERRA)
- Click here to view our pdf version Other Leaves of Absence.