Leave

1.  Holidays
2.  Sick Leave
3.  Vacation Leave - Professional Staff
4.  Vacation Leave - Faculty
5.  Vacation Leave - Classified Staff
6.  Family Medical Leave Act (FMLA)
7.  Other Leave Benefits

1.  Holidays

Classes will be held and offices open on Columbus Day and Veteran's Day. 
Classified staff will receive three compensatory days (in 2007) on November 23rd, December 24th, and December 31st in lieu of working the two regularly designated holidays. Professional staff will receive two days and take a day of vacation on December 31st.  Holiday Schedule

2.  Sick Leave

Sick leave accrues at the rate of .04615 x hours worked per pay period (approximately 1 day per month for all full-time employees).  Sick leave shall accrue without limit and shall be transferable from department to department.  Employees shall be allowed up to 2 hours for each occasional appointment without charge to sick leave for personal or family-member medical, dental, or optical examination or treatment.  The State Division of Human Resources has revised the policy and the code "MDA" should be used on I-time to designate time spent away from work for this reason. Supervisors may limit how often employees use this benefit.  All Professional Staff are required to submit a timesheet in I-Time to report their sick leave.

3.  Vacation Leave - Professional Staff

Professional Staff earn vacation at the rate of .09231 x hrs/pay period (approximately 2 days per month for full-time employees).  Vacation leave can only accumulate up to a total of 240 hours.  All Professional Staff are required to submit a timesheet in I-Time to report their vacation leave.

4.  Vacation Leave - Faculty

Faculty members on academic-year appointments of 11, 10, or 9 months do not earn vacation leave.

5.  Vacation Leave - Classified Staff/Salaried Non-Exempt

Classified and Salaried Non-Exempt Staff earn vacation leave at the following rates.

 

Service	Accrual Rate	Maximum
1 - 5 yrs.	.04615 x hrs/pay period (3.7 hrs per pay period)*	192 hours
6 -10 yrs.	.05769 x hrs/pay period (4.6 hrs per pay period)*	240 hours
11 - 15 yrs.	.06923 x hrs/pay period (5.5 hrs per pay period)*	288 hours
16 - 20 yrs.	.08077 x hrs/pay period (6.5 hrs per pay period)*	336 hours
*Full-time employees (80 hrs pay period)

6.  Family Medical Leave Act (FMLA)

Under the Family Medical Leave Act, employees of the State of Idaho may take up to 12 weeks of unpaid leave per year for a qualifying reason if they:

1. Have worked for the state of 52 weeks and
2. Have worked at least 1,250 hours in the 12 months preceding the effective date of the leave request.
3. Provide such notice as is practical in a particular situation.  FML need not be specifically requested.

The following events are qualifying reasons for taking FML:

1. Birth and/or care of a newborn child of the employee;
2. Placement of a child into the employee's care by adoption or foster care arrangements.
3. To care for the employee's spouse, child or parent who has a serious health condition;
4. Serious health condition which renders the employee unable to perform the functions of the employee's position.
   a.  A serious health condition is an illness, injury, and impairment or physical or mental condition that:
       1.  Requires overnight in-patient care in a medical facility,
       2.  Results in a period of incapacity requiring an absence of more than 3 calendar days and continuing treatment or supervision by a health care provider; or
       3.  Requires continuing treatment or supervision by a health care provider for a chronic or long-term health condition that if not treated would likely result in an absence of more than 3 calendar days.  Sick and/or vacation leave may be substituted for FML if the reason for the leave meets the requirements of LCSC's leave policy and the provision for taking leave under the FMLA.

General Conditions:

1. Spouses who are both employed at LCSC are entitled to a total of 12 weeks of leave (as opposed to 12 weeks each) for the birth or adoption of a child or for the care of a sick family member.
2. When need for leave is foreseeable, such as the birth of adoption of a child or planned medical treatment, the employee must provide 30 days notice prior to the effective date of the leave.
3. Employees may be required to supply medical certification to support a request for leave because of a serious health condition of either the employee or family member.  LCSC may, at its own expense, request a second and, if necessary, a third option.
4. In case of illness, the employee will be required to report periodically on his or her leave status and intention to return to work.  The employee will also be required to provide a written release from the health care provider upon his or her return to work.
5. An employee may take intermittent leave or may work a reduced schedule under the FMLA.  Such arrangements are subject to supervisory approval unless they are medically necessary.
6. Upon return from FML, employees will be restored to their original or equivalent positions with equivalent pay, benefits and other employment terms.  For the duration of FML, the employee's health insurance will remain active provided the employee pays his/her share of the premium.  If an employee does not return to work after taking FML, LCSC may recover the costs of insurance premiums paid on the employee's behalf.

7.  Other Leave Benefits

Leave of Absence Without Pay

Supervisors may grant an employee leave without pay for a specific period of time, not to exceed 1 year, when such leave would not have an adverse effect upon the department.  The President may extend the leave for up to 3 years under extenuating circumstances.  Employees may continue insurance coverage for up to 6 months by self-paying the entire premium (both the employee and state portion).  If the employee is on a leave ob absence without pay for approved educational purposes, premiums may be self-paid for up to 12 months.

Military Leave With Pay

Employees who are members of the national guard or who are reservists in the armed forces of the United States who are directed by proper military authority to participate in ordered and authorized field training under the National Defense Act shall receive military leave with pay for a maximum of 15 days in 1 calendar year.  Such leave is exclusive of vacation and sick leave and compensatory time.

Military Leave Without Pay

Employees whose employment is reasonably expected to continue indefinitely, and who leaves their position either voluntarily or involuntarily in order to perform active military duty shall be granted military leave without pay.

Administrative Leave

At the discretion of the appointing authority, employees may be granted administrative leave with pay when such leave is in the best interest of LCSC.

Court/Jury Duty Leave

1.  Employees summoned by proper authority to appear as a witness in any judicial or administrative proceeding in any capacity connected with their employment at LCSC, shall not be considered absent from duty.  Employees shall not be entitled to receive compensation from the court and their department in accordance with state travel shall reimburse any expenses incurred regulations.

2.  Employees summoned to appear in any judicial or administrative proceeding for any reason not connected with their employment at LCSC should be permitted to attend.  Employees may either use accrued compensatory or vacation leave, or leave without pay.

3.  Employees summoned by proper judicial authority to serve on a jury shall be granted a leave of absence with pay.  Employees may keep fees and mileage reimbursement paid by the court in addition to salary.  (I-Time code JUR)

Religious Leave

Supervisors shall make reasonable accommodations to employees needs for leave for religious observances.  Such leave shall be charged to compensatory time or to vacation time.

Sabbatical Leave

See Policy 2.114