Human Resources

Staff Policies and Procedures Manual

VIII. Time Off/Leaves of Absence

A. Overview

Leaves of Absence

Employees are entitled to leave protected by law for a number of events or reasons. In general, employees seeking to use such leave must be eligible for that leave under the terms of the specific law, must request and take the leave for qualifying purposes, and must comply with notice and other requirements. These are set out in individual sections of this policy and other college polices as well as in the applicable laws and regulations. Employees who have questions about eligibility, requirements or necessary procedures, the duration of leave or any related issue should contact Human Resources for information.

The categories for which protected leave may be available to an employee are identified below: (this list is not intended to be all inclusive).

Employee conditions or event:

An employees serious health condition
Pregnancy, disability or prenatal care
An on-the-job injury
Accommodation for a disability or a religious obligation or event

Family conditions:

Medical care for a family member with a serious health condition
Parental leave, for the birth, adoption or foster care placement of a child
Sick child leave for a child who requires home care

Military duty related events:

Military duty of employee
Spousal deployment to active military duty (spouse or same gender domestic partner)
Care for a seriously ill or injured service member or veteran
A qualifying military exigencies

Leave for civic or related events:

Jury duty
Court leave

Leave related to criminal issues or violence:

Attendance at court hearings related to some crimes
Domestic violence, sexual assault, harassment or stalking

Other types of non-protected leave may be available to employees under Reed College polices such as:

Holiday
Vacation
Sick Leave
Administrative Leave
Short-term unpaid personal leave
Long-term unpaid personal leave

 

last revised: 8/29/2012

last reviewed: 8/29/2012

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