Paid sick leave is available in the event that you become unable to work due to illness or a non-work related accident. Sick leave may also be used to attend doctor appointments or when you are unable to work due to the illness of an immediate family member. Paid sick leave is a granted benefit and not a form of supplemental compensation.
Regular full-time hourly and administrative employees in positions that are budgeted for and work at least 1040 hours annually are eligible to accrue paid sick leave. Coaches, part-time employees working less than 1040 hours annually, and temporary employees are not eligible to accrue paid sick leave.
Sick leave is accrued by regular full-time employees each pay period at a rate equal to 6 days per year. Accrual will be on a proportionate basis according to actual hours worked for eligible positions budgeted for and working between 1040 and 2080 hours per year. You do not accrue paid sick leave during periods of unpaid leave of absence or suspension, but you do accrue paid sick leave during time off for paid holidays, vacation, paid sick leave, or paid major illness leave. Unused sick time may be accumulated up to a maximum of 12 days.
Paid major illness leave is available for employees who need to be off work for an extended period due to their own major illness or injury. A major illness is defined generally as an illness or injury requiring hospital treatment and enforced recuperation under a doctor's orders in excess of 6 days. All accrued sick time must be used before a major illness leave becomes effective. The intent of the College is to provide income protection during periods of extended illness or injury until long-term disability benefits begin. Absences for sickness are covered by sick leave. Recurring, common illnesses or disabilities such as colds, a sore back, etc., which exhaust regular sick leave, do not qualify an employee for major illness benefits.
Major illness leave benefits are calculated at the time of need at a rate of 5 days for each completed calendar year of continuous employment, up to a maximum of sixty (60) working days. Major illness leave may be used up until long-term disability benefits begin. When an employee uses all available major illness leave, he or she must work a period of six (6) months before being eligible to take another major illness leave. The College may require a doctor's statement to verify the illness or inability to return to work prior to granting the major illness benefits, and/or from time to time during the leave. A doctor's statement of "fitness for duty" may also be required in order to return to work.
In the event that you have no remaining major illness leave benefits available, accrued vacation time may be used to continue pay until long-term disability benefits begin. All available paid sick leave (including major illness leave), then all available paid vacation time, must be used concurrently from the first day of any Family Medical Leave.
As more fully explained in the Saint Joseph's College Family Medical Leave policy, available in the Office of Human Resources, in accordance with the Family and Medical Leave Act of 1993, eligible employees are entitled to 12 weeks of FMLA leave of absence over a designated 12-month period. The leave, if granted, will count against the total entitlement of FMLA leave. A FMLA leave may be requested for any of the following reasons:
Please contact the Director of Human Resources for information about the Saint Joseph's College FMLA Policy and how to request a FMLA leave.
When a death occurs in the immediate family, employees may take a maximum of three (3) consecutive work days as paid funeral leave. Such leave is to allow employees the time needed to attend services without suffering a loss of wages. If fewer than three days are needed or requested, the College will not automatically pay the employee for three days. Additional time off, if necessary, must be arranged with your supervisor. This would include scheduling vacation time or requesting an unpaid leave of absence. Family Medical Leave may not be granted as an extension of funeral leave. Immediate family members include spouse, parents, children, sisters, brothers, grandparents, and grandchildren of the employee or their spouse. Step relationships are considered to be the same as non-step relationships.
You may request leave without pay to enroll in a trade, technical, secretarial school or college. In order to be approved, you must show evidence that the educational program is expected to improve your work performance and/or be of long-range value to the College. Occasionally, the College itself may initiate a leave with pay by offering an employee a special assignment that is peculiarly advantageous to that employee and the College.
Whether an employee granted leave with pay or without pay, the specific conditions concerning the employee's obligation to the College upon return will be subject to pre-arrangement between the supervisor, department head, cognizant vice president, Vice President for Business Affairs, and the employee.
If an employee leaves the College for further education/training without obtaining an official leave of absence, the employee will be considered as having voluntarily terminated his/her employment with the College.
At the discretion of the College, a leave of absence without pay may be granted for situations where no eligible benefits with pay exist. During such a leave, the employee is responsible for paying group health insurance premiums that he or she would normally pay while working. Leaves without pay are intended for extraordinary circumstances only and are granted only after very careful consideration and recommendation of the supervisor, department head, cognizant vice president and the Vice President for Business Affairs.
The College recognizes authorized military leave according to the Uniformed Services Employment and Reemployment Rights Act (USERRA). USERRA applies to persons who perform duty in the "uniformed services" as well as in the Army National Guard and the Air National Guard. Uniformed service includes active duty, active duty for training, inactive duty for training (such as drills), and initial active duty training as well as the period for which a person is absent form a position of employment for the purpose of an examination to determine fitness to perform any such duty. To request a leave of absence for military duty, you must furnish the College with written proof of service requirements two (2) weeks in advance of service dates or as soon as otherwise possible. Any questions regarding military leave should be directed to the Office of Human Resources.
The College recognizes that employees may have to fulfill civic responsibilities as a juror. If you are required to serve, present the subpoena showing when you will be away from work to your supervisor. In order to receive your regular pay, you must submit the pay received from the court (excluding mileage) to the College.
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