Provost

Dorm Fisheye

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2.13 LEAVES

2.13.1 Leaves With Pay

2.13.1.1 Sabbatical Leave

Juniata College believes its most valuable asset is a strong faculty and that excellent teaching is of central importance to the learning process. Individual faculty members need constantly to be working to increase knowledge and remain up to date with developments in relevant fields. To do so, faculty need the intellectual stimulation of inspiring teachers and interaction with members of the outside academic community. Faculty need new opportunities to review and consider knowledge related to teaching and research areas, as well as uninterrupted time to prepare for new teaching areas, and opportunities to do research which will break new ground.

Therefore, sabbatical leaves are not to be considered as deferred compensation, but as a necessary provision for continuous faculty development and vitality. Accordingly, the College provides funding for such leaves of absence for the purposes of advanced study, research or travel when these are clearly related to the purposes mentioned above as determined by the Provost and Vice President for Student Development on advice of the Faculty Development and Benefits Committee. Guidelines and detailed application instructions for sabbatical leaves are given in the Faculty Manual 2.10.2 Sabbatical Leave.

Approved by Faculty at Faculty Business Meeting, April 4, 2012
Approved by Board of Trustees, October 26, 2012

2.13.1.2 Sick Leave

In case of illness or disability during the academic year on the part of regular, full-time faculty members, salary payments are made as follows:

  1. During the first month of illness the eligible faculty member receives the full salary applicable at the time of the onset of the illness or disability.
  2. After the first month of illness or disability the eligible faculty member receives 85% of the salary applicable for the period dependent upon his or her length of service at Juniata. During the first year of a faculty appointment the 85% salary payments will be made for one month beyond the first month; during the second year for two months; during the third year for three months; during the fourth year for four months; up to a maximum of five months for persons who have been at Juniata five years or more.
  3. These sick leave benefits are not cumulative and are based on the number of weeks missed in any given academic year.

This plan is based on the mutual assistance of colleagues in the earlier stages of illness or disability and subsequently upon payments by the College for needed replacements. Ordinarily during the first month of illness, arrangements for staffing of courses will be determined by the Dean of Academic Affairs in consultation with the Department Chair, including temporary substitutions without compensation by colleagues of the absent faculty member. After one month of absence, arrangements for replacement for the duration of the illness will be made by the Dean of Academic Affairs with suitable stipends to be paid to the substitute by the College.

Sick leave compensation will be reduced by the amount of any payments received from Social Security and/or Worker's Compensation. The fully-paid one month sick leave benefit and up to one month of the 85 percent benefit will be reinstated on the next anniversary date following the faculty member's return to work; an additional month of the 85 percent benefit will be reinstated on each subsequent anniversary date until the maximum of five months of 85 percent salary sick leave benefits have accrued. If a faculty member should be on sick leave at the time of his or her anniversary date, continuation of the 85 percent benefit would be extended by one month if the maximum sick leave benefit is not already applicable.

In addition to these sick leave benefits, the College provides a disability income protection policy to provide assistance in cases of long-term disability. (See Section 2.14.)

The College reserves the right to require certification of illness or disability by a physician of the College's choice. In addition, the College requires a doctor's certification that the employee is physically able to return to work.

2.13.1.3 Civil Duty Leave

A full-time College employee who is validly subpoenaed or summoned involuntarily to appear or serve as a juror during regularly scheduled work hours in a judicial forum, or compelled to appear before a judicial, legislative, or administrative body with civil power to compel attendance, shall be entitled to receive leave with pay for a period of time necessary for such appearance if the appearance may not be reasonably accommodated by rescheduling the employee's work hours, as determined by the College. Any compensation received for the appearance, other than travel and meal allowances, shall be reported to the College and deducted from any salary paid by the College for such civil leave. Civil leave shall not be granted for appearance as an expert witness for a party to litigation. Civil leave must be reported to the Provost and Vice President for Student Development.

2.13.1.4 Military Leave

A Military leave without pay for limited field training will be granted to full-time Supporting Staff members who are members of the National Guard or other components of the Armed Services. The length of such field service is not to exceed the standards established by governmental agencies. Normally such leave does not exceed ten (10) working days per year. The College will administer Military Leave in accordance with current federal regulations.

2.13.1.5 Bereavement Leave

In the event a death occurs in the immediate family of a full-time faculty member, a three-day leave with pay will be granted. The immediate family shall consist of the spouse, child, parent, brother, sister, parent of the present spouse, grandchild or grandparent. An employee shall be entitlted to one-day leave with pay when death occurs among the employee's close relatives. Close relatives shall consist of aunt, uncle, son-in-law or daughter-in-law, brother-in-law or sister-in-law (of the present spouse), niece or nephew.

2.13.2 Leaves Without Pay

Leaves of absence without pay may be granted to members of the faculty for special purposes such as continuation of graduate study, service as a professional consultant, research funded by grants, or reasons of health.

Applications for leave shall be made to the Provost and Vice President for Student Development as far ahead as possible, generally at least one year.

In general, leaves without pay shall be granted for no longer than one year, and no more often than once in three years.

Approved leaves for professional development shall not interfere with consideration for salary increase; the time spent on approved leave shall count toward years in rank for promotional purposes. Ordinarily faculty members will not be promoted effective with the year they return from leave. Benefits available for faculty members on leave are explained in Section 2.13.2.2. Such benefits require an application to the Provost and Vice President for Student Development.

Approved leaves for professional development shall not interfere with consideration for salary increase; the time spent on approved leave shall count toward years in rank for promotional purposes. Ordinarily faculty members will not be promoted effective with the year they return from leave. Benefits available for faculty members on leave are explained in Section 2.13.2.2. Such benefits require an application to the Provost and Vice President for Student Development.

2.13.2.1 Personal

Individual requests from regular, Full-time or Pro-rata Faculty members for personal leaves without pay will be evaluated on a case-by-case basis. All requests for personal leave without pay must be submitted in writing to the Provost and Vice President for Student Development, who, with the advice of the department chairperson, will make the decision on the disposition of the request.

2.13.2.2 Fringe Benefits for Faculty on Leaves of Absence

Regular, Full-time or Pro-Rata Faculty members on sabbatical leave or leave without pay which have been approved by the President and the Provost and Vice President for Student Development for professional development shall receive certain fringe benefits for a period of up to one year during such leave.

  1. Insurance Plans

    Subject to changes beyond the control of Juniata College, the medical care, disability income protection, life insurance, and accidental death and dismemberment insurances will be continued by the College for the faculty member on leave for a period of up to one year. The medical care, life insurance, and accidental death and dismemberment policies could be continued at an increased premium if the leave extends to more than one year.

  2. Retirement Programs

    For faculty members on sabbatical leave or on approved leaves of absence with pay for full-time study towards a doctoral degree or post-doctoral study and research, Juniata College will contribute 10 percent of the faculty member's full salary to the faculty member's TIAA/CREF regular retirement plan if the individual contributes 5 percent of the salary. The "full salary" is an amount determined administratively on the basis of which a full-professional salary is paid during the year of sabbatical or leave with pay.If a faculty member has been granted a leave of absence without pay, the base salary of the year preceding the year of the leave will be used to determine the maximum amount upon which the faculty member and the College will pay their respective percentages.

  3. Educational Benefits

    During a sabbatical leave or other approved leave of absence, the educational benefit for dependents as set forth in Section 2.14.3.4 will continue to be in force.

  4. Expected Return

    Since the program of granting sabbatical leave and other leaves of absence has the ultimate purpose of the improvement of instruction at Juniata College, it is a condition of the grant that the persons receiving benefits during the leave will return to Juniata on a full-time basis for at least one academic year immediately after the leave. If a faculty member does not so return, s/he will be under the obligation to repay Juniata College for all salary and benefits paid, including tuition grants, during the entire year of the period of leave.

  5. Employment Elsewhere

    Payment of retirement benefits or tuition grant benefits will not be made if the faculty member accepts employment at another institution or agency during the leave of absence, except where a limited function as a graduate assistant may be undertaken in connection with advanced study. If a faculty member on approved leave accepts employment elsewhere, the medical care, disability income protection, life insurance, and accidental death and dismemberment insurances be shared.

  6. Employment at Juniata College

    A person on sabbatical leave or on leave of absence from the College will receive no additional compensation, beyond a sabbatical salary or agreed-upon grant stipend, for services rendered to Juniata College without a written contractual arrangement with the President of the College.

  7. Application

    The continuation of benefits during leave must be coordinated through the Director of Personnel Services.

The above benefits shall be effective until changed by the Board of Trustees at one of its regular meetings.