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