Present, Leave of Absence
The origin of leave of absence or being present while being absent, is derived from a practice that is formalized in Universities and Colleges.
The practice is called sabbatical, a practice I call being absence while being present. According to references the first Sabbatical was instituted by Harvard University in 1880. Cornell University and Wesley College establish such institutions in the middle 1980’s. Columbia University established its system in 1890 and Brown University in 1891. The components of sabbatical or being present while being absent are three and they are purpose, compensation and period, but as it relate to employment the objective is to take leave and maintain employment status.
This type of leave of Absence may provide an employee who has worked at least 1.250 hours in the preceding twelve (12) months, with a Leave of absence up to twelve (12) weeks with out pay, under the following circumstances:
A. The birth or adoption of a child, a placement of a child with the employer for foster care. (consecutive time off only).
B. To care for a parent, spouse or child with a serious health condition.
C. For the employee’s serious illness, injury or disability.
D. For education or professional growth.
a. Terms of leave of absence shall be governed by the immediate supervisor, Human Resources Department, the employee’s work record and the Family and Medical Leave Act of 1993. The employee must use accumulated vacation and/or sick time prior to taking leave with out pay. Employees who fail to return from leave without pay at the scheduled time could incur in a change of status from leave to voluntary termination.
b. Employees on illness-related leaves of absence will be required to provide physician statements regarding their progress of illness and their ability to return to work safely. For purpose of this policy, maternity leave is considered an illness. Applicable health insurance coverage shall continue while the employee is on leave, providing the employee pays the regular premium deductions to the facility by the due date.
c. The employee’s anniversary date shall be reestablished upon return from an unpaid leave of absence of one month or more in duration. The new anniversary date shall be determined by adding the number of calendar days the employee was on leave of absence with out pay to the previous anniversary date. The resulting date will become the new anniversary date.
d. Employee leave of absence should not extend beyond four months, however, the Administrator has the authority to determine the maximum length of a leave of absence.