Community College of Allegheny County (CCAC)

Community College of Allegheny County

AFT - Article XXV: Leaves and Absences

Back to index

A.      LEAVES

1.   Childbearing Leave

a)    Upon written request to her immediate supervisor, a pregnant Employee shall be granted a Childbearing leave of absence. The request for such leave shall include certification of pregnancy from the Employee's physician and the anticipated duration of the leave. The request shall be submitted sixty (60) days in advance of the beginning of the leave. However, all or part of such notice may be waived in the event the Employee's physician certifies that said disability must begin earlier due to reasons of health.

b)    Childbearing leave shall be granted under the same terms and conditions that apply to leaves of absence for other disabilities as described in Article XXVI, Section B.7 of this Agreement.

c)    When the disability ceases, an Employee must provide to the College, certification from the Employee's physician of her ability to return to work. The Employee shall return to work at the beginning of the semester immediately following the termination of the pregnancy or on a mutually agreed upon date which will cause the least work disruption, unless the Employee has opted to utilize the Childrearing Leave

2.    Childrearing Leave

a)      Upon written request, an Employee with at least two (2) semesters with the College shall be granted a leave of absence without pay for the purpose of rearing and caring for the Employee's newly born or adopted child. The request for such leave must be submitted to the Employee's supervisor with copies to the Campus chief executive officer and Business Office at least sixty (60) days prior to the beginning of such leave or, in the case of adoption, as soon as the date of custody is known. In the event the Childrearing Leave is requested in conjunction with the Childbearing Leave, all or part of such notice may be waived in the event the Employee's physician certifies that the Childbearing Leave must begin earlier due to reasons of health.

b)     The request for Childrearing Leave must include the anticipated duration of the leave. Such leave shall not exceed two (2) semesters for an individual employed on a semester basis or one (1) year for an individual employed on an annual basis. Where appropriate, such leave shall be used in conjunction with a Childbearing Leave. An individual employed on a semester basis shall return to work at the beginning of the semester immediately following termination of the leave; an individual employed on an annual basis shall return to work on a date not to exceed one (1) year which is mutually agreed to by the supervisor and the Employee. The Employee must notify the College of her/his intent to return to work thirty (30) days prior to the return date.

c)      A Childrearing Leave which does not exceed six (6) months shall not be deemed a break in service, and such time shall be calculated as time served with seniority to which the Employee would have been entitled had he/she been in regular service of the College. An Employee taking such leave for more than six (6) months shall have her/his service bridged. Upon return to the College, the Employee shall be placed in her/his prior position or as close thereto as possible.

d)      During such leave, an Employee may continue to participate in all insurance coverages in effect at the time of the leave. Continuation of these benefits shall be at no cost to the College. The Employee must notify the Campus Business Office and the College Benefits Department of her/his intent to continue these benefits and arrange for payment. The Employee shall not accrue vacation days, personal days or holidays during such leave.

3.    Bereavement Leave

An Employee shall be granted up to five (5) days bereavement leave with pay for death of a parent, spouse, child, brother or sister; up to three (3) days for the death of a parent of spouse, son-in-law or daughter-in-law; and up to two (2) days for grandparent, grandchild, brother-in-law or sister-in-law, or any near relative who resides in the same household with the Employee, or any person with whom the Employee has made her/his home. Collegial cooperation shall provide for the Employee's assignments.

4.   Jury Duty Leave

An Employee called for jury duty or subpoenaed to attend court shall receive the difference between her/his regular rate of pay and any payment for such appearance. Evidence in the form of a subpoena or other written notification shall be presented to the Employee’s supervisor as far in advance as is practicable. The College shall have the right to request the appropriate authorities to relieve such Employee of jury duty or court appearance in any manner permitted by law, and the Employee is expected to report for regular College duty when her/his attendance at court is not required for the aforementioned jury duty or as a subpoenaed witness.

5.     Military Leave

a)   Whenever an Employee enlists or is drafted into active military service of the United States of America (which includes alternate service approved by the Selective Service Commission), he/she shall be granted a military leave without pay, in accordance with law. An Employee on such authorized military leave will be required, within ninety (90) days after her/his severance from such service, to notify the College of her/his availability for employment. The Employee shall have the right to return to the same position he/she held before going on military leave or to an equivalent position for which he/she is qualified, with such benefits as required by law.  During the period of such leave, the Employee shall receive no credit for tenure and/or sabbatical leave, unless required by law.

b)   Employees who are members of Reserve Components of the Armed Forces or members of the Pennsylvania National Guard are entitled to leave with pay on all working days not exceeding fifteen (15) calendar days in any calendar year during which they are engaged in authorized field training. The College and Federation agree to comply with all federal and state laws related to field training.

c)   Employees who are members of the Pennsylvania National Guard are entitled to leaves without pay on all days during which they shall, as members of the National Guard, be engaged in active service for the Commonwealth. For all other purposes they shall be deemed to be regularly employed by the College.

6.     Sabbatical Leave

a)      To qualify for consideration as a candidate for sabbatical leave, an Employee, at the time of application, must have completed six (6) full years or more of successful service at the Community College of Allegheny County since beginning service or since the return date of her/his last sabbatical.

b)   Procedure

(1)         Only sabbatical leaves which will result in increased individual performance or produce academically or socially useful results valuable to the College shall be granted. Qualified applicants shall be granted sabbatical leave on the basis of years of service since the date of hiring, or in the event that Employee has had a sabbatical, on the basis of years of service from the date of return from her/his last sabbatical.

(2)         Eligible candidates shall make application on the form (Appendix G) to the Human Resources Department during the period from October 15 to December 1 of the year preceding the intended leave. A receipt attached to this form shall be signed by the appropriate Administrator and returned to the applicant. The applicant will be notified not later than February 1 of any action taken. A denial of the request shall be accompanied by reasons in writing.

c)     Conditions

(1)         Each year the College shall grant sabbatical leaves to no fewer than five and one half  (5.5%) percent of the Employees at the time of application.

 (2)        Sabbatical leave may be for one-half (1/2) year at one-half (1/2) of annual base salary, or one (1) year at sixty (60%) percent of annual base salary.

(3)         An Employee granted a sabbatical leave will be entitled to the benefits he/she would accrue during full-time duty, with the exception of vacation, which shall not accrue during sabbatical leave.  Upon return to the College, after having completed her/his sabbatical leave, such Employee shall be placed on her/his prior assignment, or as close thereto as possible.

7.    Leaves For Service to the Federation

Any Employee who is elected or appointed to a full-time position with the Federation or its affiliated organizations will, upon written application submitted ninety (90) days, but not less than thirty (30) days prior to the start of the semester, be granted a leave of absence without pay for a period not to exceed two (2) semesters, or not to exceed two (2) years if elected or appointed to a Federation office of such term.

Upon return to the College, after having completed such service, such Employee shall be placed on her/his prior assignment, or as close thereto as possible, with all accrued benefits and increments to which he/she would have been entitled had he/she been in regular service of the College, subject to the payment of contributions provided for hereafter, where necessary.

Employees on such leaves of absence shall be permitted to continue their contributions, as well as those of the Board, for insurance and other benefits at no cost to the College.

2.      Special Leaves

a)      Unless there is a reasonable basis for denial, special leaves of absence without pay for full-time Employees will be approved by the President of the College for one (1) year or less and may be renewed for an additional year, for special purposes including acceptance of a fellowship, residency required for an advanced degree, full-time graduate study, or other reasons which would be of benefit to both the Employee and the College.  Teaching Employees will not be granted special leaves for a period of less than one (1) semester.

(1)    Request for such leaves must be made in writing not less than ninety (90) days prior to the date such leave might take effect.

(2)    Upon return to the College, after having completed such unpaid leave of absence, such Employee shall be placed on her/his prior assignment or as close thereto as possible, with all accrued benefits and increments to which he/she would have been entitled had he/she been in regular service of the College, subject to the payment of contributions provided for hereafter, where necessary.

(3)    An Employee granted such leave may continue the benefits provided by the College at no cost to the College.

(4)    After a period of two (2) years spent on such leave, an Employee shall accrue no further seniority until her/his return to the College.

b)      A special unpaid leave of absence for personal reasons which does not exceed six (6) months for non-teaching Employees or one (1) semester for teaching Employees shall not be deemed a break in service, and such time shall be calculated as time served with seniority to which the Employee would have been entitled had he/she been in regular service of the College.  A non-teaching Employee taking such leave for more than six (6) months or a teaching Employee taking a leave for more than one (1) semester shall have her/his service bridged.  Upon return to the College, the Employee shall be placed in her/his prior position or as close thereto as possible.

c)      An Employee may be granted an unpaid medical leave for additional time off after illness or accident and certified physician's release for reasons of health or recuperation.  The Employee shall make such request in writing to her/his appropriate administrator or immediate supervisor specifying the basis for the request and the anticipated length of leave.

Such requests shall not exceed one (1) year, except for compelling reasons.  An individual employed on a semester basis shall return to work at the beginning of a semester; an individual employed on an annual basis shall return to work on a date mutually agreed to by the supervisor and the Employee.  The Employee shall provide the College with at least sixty (60) days notice of any change in medical status or leave return date.

d)      An Employee whose position may be at risk with the College due to declining student enrollment, (2) cancellation of programs, or (3) changes in the employment market for her/his position may request a leave for the purpose of attending a College, University or other appropriate educational institution so that the Employee may utilize options which may become available.

The request for leave shall be accompanied with:
(a) Basis for the request;
(b) Proposed course of study;
(c) Anticipated value to the College.

The leave may extend for a maximum period of one (1) year and shall not be unreasonably denied by the College.
This shall be a partial leave in that the Employee shall continue to work for the College on a reduced schedule of six (6) to nine (9) credit hours (or other appropriate percentage for non-teaching Employees or those teaching in non-traditional areas) with an appropriate reduction in salary.

The College will continue to provide benefits during this partial leave of absence.

These partial leaves shall not be granted to persons whose area of qualification does not appear to be subject to displacement problems, where the proposed course of study does not appear to offer prospective value to the College in employment terms, or where the Employee is seeking training so as to gain employment with another Employer.

The Employee shall continue to accrue continuous service during any such partial leave.

3.      Earned Leave

a)      A tenured full-time teaching Employee may accumulate a maximum of thirty-six (36) unpaid credit teaching overage hours or the credit hour equivalent to earn a leave of one (1) year for thirty-six (36) credits or one-half (1/2) year for eighteen (18) credits.

b)      The Employee shall receive ninety (90%) percent of her/his semester salary during earned leave.

c)      The leave request shall be made at least three (3) months in advance, utilizing the form in Appendix H, and shall not be unreasonably denied.  Once approved, the leave may not be revoked by the Employee.

d)      An Employee must agree to waive overage payment for the purpose of this accumulation.

e)      An Employee may exchange a maximum of three (3) teaching overages or nine (9) credits from accumulated credits to reduce a full-time teaching load per academic semester.

f)       An Employee may request payment for previously accumulated credits on a first in first out basis.  These credits shall be paid at the overage rate in effect at the time of their accumulation with no accrued interest.

g)      A maximum of eight (8) credits may be accumulated from August through May.  In addition a maximum of four (4) credits in the summer session may be accumulated.

h)      An Employee may maintain a maximum accumulation of thirty-six (36) credits.

i)       The terms of this section shall be disregarded for purposes of Displacement, Article XVI.

B.      ABSENCES

1.      COLLEGIAL COOPERATION

a)      An emergency absence is an unplanned absence caused by clear and compelling reasons of a serious nature, developing suddenly and unexpectedly.

b)      If an Employee is absent, the Employee will notify the appropriate administrator or the appropriate Department Head as soon as possible.

c)      Coverage may be arranged by the Employee in accordance with a departmental plan. The Department Head and the appropriate administrator shall be notified of the arrangements made.

d)      An educationally sound plan as determined by the Employee and the Department Head providing for the make-up of professional responsibilities lost due to an absence not covered by collegial cooperation shall be presented to the appropriate administrator upon return from the absence.

e)      Employees absent for more than eight (8) consecutive calendar days due to non-occupational sickness or accident shall avail themselves of the provisions of Article XXVI, Section B, Paragraphs 7 and 8, of this Agreement. After the first eight (8) days of collegial cooperation, the College will arrange for coverage either on an overage or part-time basis.

f)       Following eight (8) consecutive calendar days of absence, the College shall arrange for coverage of ensuing absences.  Unless there is reasonable basis for denial, Employees will be given the option to provide coverage for ensuing absences at overage rates.

 

2.      PERSONAL DAYS


Counselors, Librarians, Audio-Visual Specialists and Educational Technicians shall be permitted to use two (2) days per year for personal reasons, such as business obligations, religious obligations, religious observances or other important personal matters. These Employees shall make a timely request to use these days and permission shall not be unreasonably denied.

An Educational Technician who has perfect attendance during six (6) consecutive months shall be eligible for one (1) additional personal day. A maximum of two (2) additional personal days may be accumulated in any given year.  These additional days must be taken within six (6) months of their earned entitlement.