The College will provide time off from work for up to 10 days or 80 hours once per calendar year for employees to take unpaid family military, whichever is less, if the following conditions are met:
- The employee has been with the College for at least 12 consecutive months and for at least 1,250 hours in the 12 months immediately preceding commencement of the time off from work;
- The employee is the parent, spouse, or a person who has or had legal custody of a person who is a member of the uniformed services and who is called into active duty in the uniformed services for a period longer than 30 days or is injured, wounded, or hospitalized while serving on active duty in the uniformed services;
- The employee gives notice to the College that the employee intends to take time off from work pursuant to this policy at least 14 days prior to taking the time off from work if the time off from work is being taken because of a call to active duty or at least two days prior to taking the time off from work if the time off from work is being taken because of an injury, wound, or hospitalization. If the employee receives notice from a representative of the uniformed services that the injury, wound, or hospitalization is of a critical or life-threatening nature, the employee may take the time off from work without providing notice to the College;
- The dates on which the employee takes time off from work occur no more than two weeks prior to or one week after the deployment date of the employee’s spouse, child, or ward or former ward; and
- The employee does not have any other time off from work-days available for the employee’s use except time off from work under the vacation, sick time, or Family and Medical Leave policies.
The College will continue to provide any benefits to the employee during the period of time the employee is on time off from work that it regularly provides or makes available (such as medical insurance, disability insurance, life insurance, and retirement plans). The employee is still responsible for the same proportion of the cost of the benefits as the employee regularly pays during working periods.
Upon the completion of the family military time off from work, the College will typically restore the employee to the position the employee held prior to taking that time off from work or to a position with equivalent seniority, benefits, pay, and other terms and conditions of employment; however, an employee will have no greater rights to job restoration or any other benefits than if the employee had been continuously on the job.
The College will not interfere with, restrain, or deny the exercise or attempted exercise of a right by an eligible employee under this policy. The College will not discharge, fine, suspend, expel, discipline, or discriminate against an eligible employee with respect to any term or condition of employment because of the employee’s actual or potential exercise, or support for another eligible employee’s exercise, of any such right.