Regulation 4151.1
PERSONNEL
Personal Illness/Personal Leave
Instructional Employees–School and Parish
Bereavement Leave
Bereavement leave with pay, granted by the principal for teachers and the pastor for DREs and CREs shall be allowed for death in the family. Ordinarily, this leave will not exceed five (5) days. Leave may be allowed for death of a more distant member with pay, granted by the principal for teachers and the pastor for DREs and CREs. This will not exceed one (1) day.
The term “family member” is defined as: member of the employees’ immediate family (spouse, child, stepchild, mother, father, stepparent, brother, sister, grandparents, grandchildren, in-laws in kind, employee’s guardian (if applicable).
Time off may be granted to any employee by the principal/pastor for the purpose of attending a funeral of someone other than a family member. Time granted to attend such a funeral will normally be charged to personal leave.
Personal Days
Principals, teachers, DREs, and CREs may earn five (5) personal days. The days shall not accumulate from one year to another. The personal day for a teacher must be approved by the principal with 48 hours prior notification. For principals, DREs and CREs must be approved by the pastor. Unused personal days shall not be paid at the end of an academic year for those in the school system, or the applicable calendar year for parish employees. Unused personal days may be transferred to accumulated sick days at the end of a school year. The total accumulation of 120 days remains in effect.
Leaving School Premises During School Day
A teacher shall notify the principal or his/her designee, and receive permission, to leave school premises during the school day.
Jury Duty and Court Summons by Subpoena
An employee who is selected to serve on a grand jury, petit jury, or if required to respond to a subpoena shall receive his or her full salary at the regular base rate of pay.
Employees receiving full salary while on jury duty may retain any fees paid to them for such jury duty or court subpoena. The maximum amount of jury duty pay will be thirty (30) days per calendar year.
In order to receive pay under the provisions of this policy, the employee must notify his or her supervisor as soon as possible to make arrangements, present to his/her supervisor a copy of the official notification of juror selection and provide a statement from the court of the amount of daily compensation received. In addition, if the employee is excused from jury duty prior to 11 a.m., he or she will be expected to report to work that day.
Unpaid Leave
The school/parish Family and Medical Leave Act policy provides for unpaid leave in certain circumstances not covered by the school/parish personal illness policy. Additional unpaid leave for situations not covered by the Family and Medical Leave Act may also be available to teachers, at the discretion of the principal. The pastor will make the determination for principals and DREs and CREs. However, the total leave available will not exceed six (6) months. After six (6) months, re-employment will be considered on an individual basis and at the sole discretion of the principal for teachers, and the pastor for principal and DREs and CREs.
The Office of Education must be notified of an approved, unpaid leave in addition to the Office of Human Resources, so that continuation of (insurance) coverage can be determined, if applicable.
Absences Not Covered Above
An employee absence that is not covered by paid leave addressed above shall not be paid for time that is not worked. Employees who work only during an academic school year (9-10 months) shall be assessed at 1/195th of their salary for each day that is not worked. Payments to teachers for the difference in substitute pay shall not be allowed.
Family and Medical Leave Act (FMLA)
The Diocese recognizes its employees may at times require time away from their jobs for medical reasons or because of pressing family needs. Therefore, we have developed this policy, which conforms to the Family and Medical Leave Act of 1993 as amended (“FMLA”), and other applicable federal, state, or local laws, to answer many of the basic questions the employee may have about how leave and benefits under the FMLA may be handled.
Employees are encouraged to direct any additional questions to Human Resources. The Diocese reserves the right to change this policy at any time upon notice to employees and the Diocese will be the interpreter of this policy’s intent, meaning and application.
General Provisions
It is the policy of the Diocese to grant up to 12 weeks of unpaid medical and family leave during any 12-month period, to eligible employees, in accordance with the Family and Medical Leave Act of 1993 and up to 26 weeks of leave in any single 12-month period in compliance with the expansion of the Family and Medical Leave Act under the National Defense Authorization Act (“NDAA”), as amended. The leave may be paid, unpaid or a combination of paid and unpaid leave, depending on the circumstances of the leave as specified in this policy. Employees on FMLA are prohibited from doing any kind of work on behalf of the diocese until they return to work or can provide a doctor’s release.
Employee Eligibility
To be eligible to take family and medical leave under the Diocese’s FMLA policy, an employee must meet all of the following conditions:
(1) The employee must have worked for the Diocese for at least 12 months or 52 weeks. The 12 months or 52 weeks need not have been consecutive but must be generally within seven years of when the leave will begin. For eligibility purposes, an employee will be considered to have been employed for an entire week even if the employee was on the payroll for only part of the week or if the employee is on leave during the week. The period of time spent in military service (active and reserve) is credited toward the 12-month requirement.
(2) The employee must have worked at least 1,250 hours during the 12-month period immediately before the date the leave is requested to commence. The calculation of the hours worked for purposes of determining eligibility for leave does not include the time spent on paid or unpaid leave. Hours that would have been worked except for military service (active and reserve) will be counted toward the 1,250-hour requirement.
(3) The employee must work in an office or work site where 50 or more employees are employed by the Diocese within 75 miles of that office or work site. The distance is to be calculated by using available transportation by the most direct route.
Types of Leaves
(1) For the birth of a child, care of a child after birth, the adoption of a child, the foster placement of a child, or care for the newly placed child.
(2) If the employee has a serious health condition that makes him/her unable to perform the functions of the employee’s job.
(3) To care for a spouse, child or parent who has a serious health condition.
An employee may take leave because of a serious health condition that makes the employee unable to perform the functions of the employee’s position or prevents the employee’s qualified family member from participating in school or other daily activities. A “serious health condition” is defined as an illness, injury, impairment or physical or mental condition which requires one of the following:
- in-patient care (i.e., an overnight stay) in a hospital or other medical care facility (including any period of incapacity or any subsequent treatment in connection with such in-patient care);
- period of incapacity of more than 3 consecutive full calendar days, and any subsequent treatment or period of incapacity relating to the same condition that also involves (i) treatment 2 or more times by a health care provider or under the supervision of a health care provider within 30 days of the start of the incapacity, or (ii) treatment by a health care provider on at least one occasion within 7 days of the start of the incapacity which results in a regimen of continuing treatment under the supervision of a health care provider;
- any period of incapacity due to pregnancy, or for prenatal care;
- any period of incapacity due to a chronic serious health condition requiring periodic visits of at least twice a year for treatment by a health care provider;
- a period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective, during which the employee (or family member) must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider; or
- any period of absence to receive multiple treatments by a health care provider or under the supervision of a health care provider, either for restorative surgery after an accident or other injury, or for a condition that will likely result in a period of incapacity of more than 3 consecutive calendar days in the absence of medical intervention or treatment.
(4) For a military member’s covered active duty or call to active duty in the Armed Forces (Active Duty Leave).
An employee whose spouse, child (including adult children) or parent either has been notified of an impending call or order to covered active military duty to a foreign country (including in the National Guard or Reserves) or who is already on covered active duty in a foreign country in support of a contingency operation may take up to 12 weeks of leave for “any qualifying exigency.”
“Qualifying exigency” includes leave for the following reasons:
short-notice deployment;
military events and related activities;
childcare and school activities;
financial and legal arrangements;
counseling;
rest and recuperation;
post-deployment activities;
parental care leave; and
additional activities not encompassed in the other categories but agreed to by the Diocese and the employee.
(5) To care for an injured or ill service member (Military Caregiver Leave).
An employee whose spouse, child (including adult children), parent or next-of-kin is injured or recovering from an injury suffered while on active military duty (including the National Guard and Reserves) or that existed before the beginning of the service member’s active duty and was aggravated by service in the line of duty on active duty and that may render the service member medically unfit to perform the duties of the service member’s office, grade, rank or rating may be entitled to up to 26 weeks in a single 12 month period to care for the service member. An employee is also eligible for this type of leave when the service member is receiving medical treatment, recuperation or therapy, even if the service member is on temporary disability retired list.
Military Caregiver Leave is also available to care for a spouse, child, parent, or next of kin who is a veteran of the Armed Forces and is undergoing medical treatment, recuperation, or therapy for a serious injury or illness that was incurred or aggravated by the member in the line of duty on active military duty and manifested itself before or after the individual became a veteran, and is: (1) a continuation of a serious injury or illness that was incurred or aggravated when the covered veteran was a member of the Armed Forces and rendered the service member unable to perform the duties of the service member’s office, grade, rank, or rating; or (2) a physical or mental condition for which the covered veteran has received a VA Service Related Disability Rating (VASRD) of 50 percent or greater and such VASRD rating is based, in whole or in part, on the condition precipitating the need for caregiver leave; or (3) a physical or mental condition that substantially impairs the veteran’s ability to secure or follow a substantially gainful occupation by reason of a disability or disabilities related to military service or would do so absent treatment; or (4) an injury, including a psychological injury, on the basis of which the covered veteran has been enrolled in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers. This leave is available as long as the veteran was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran.
“Next-of-kin” is defined as the closest blood relative of the injured or recovering service member other than the covered services member’s spouse, parent, son, or daughter, in the following order of priority: blood relatives who have been granted legal custody of the covered service member by court decree or statutory provisions, brothers and sisters, grandparents, aunts and uncles, and first cousins, unless the covered service member has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of service member caregiver leave.
Employees requesting this type of FMLA leave must provide certification of the family member’s or next-of-kin’s injury, recovery or need for care. The leave entitlement described in this section applies on a per-covered service member, per-injury basis. However, no more than 26 weeks of leave may be taken within a single 12-month period by any covered employee. Even in circumstances where an employee takes other leave covered by FMLA under numbers (1) through (4) above, the combined leave shall not exceed 26 weeks during the 12-month period.
An eligible employee can take up to 12 weeks (or up to 26 weeks to care for an injured or ill service member) under this policy during any 12-month period. The Diocese will measure the 12-month period as a rolling 12-month period measured backward from the date an employee requests leave to begin. In the case of leave for a child’s birth or placement, the leave must be taken within 12 months of the birth or placement and must be taken consecutively.
Spousal Entitlement
If both spouses work for the Diocese and each wishes to take leave for the birth of a child, adoption or placement of a child in foster care, or to care for a parent (but not a parent in-law) with a serious health condition, the spouses may only take a combined total of 12 weeks of leave. Where both spouses have used a portion of the 12-week entitlement for one of the above purposes, each are entitled to the difference between the amount each has taken individually and 12 weeks to care for a child with a serious health condition or to care for their own serious health condition. If both spouses work for the Diocese and each wishes to take leave to care for a covered injured or ill service member, the spouses may only take a combined total of 26 weeks of leave.
Use of Paid and Unpaid Time
Determinations as to eligibility for FMLA leave and/or for workers’ compensation, short- term or long-term disability benefits are separate and independent. To the extent an employee's serious health condition renders the employee eligible for such other benefits, such paid time off shall nonetheless run concurrently with an employee's FMLA leave entitlement and shall be applied against the employee's twelve (12) week maximum. Employees may not supplement workers’ compensation benefits or short-term or long-term disability benefits with paid leave unless agreed to by the Diocese.
Employees are required to substitute any applicable paid accrued time off for unpaid leave, as permitted by the Family and Medical Leave Act, unless otherwise prohibited under applicable state law. Paid time used will be counted toward the employee’s 12- week allotment of FMLA leave (or 26-week allocation if Military Caregiver Leave). When an employee has exhausted accumulated benefits, the remaining time off taken under this policy will be unpaid. If the reason for the leave does not qualify for paid time off according to the Diocese’s policies and procedures relating to paid time, then the time taken under the FMLA will be unpaid. In addition, employees must comply with the Diocese’s normal paid leave policies to receive pay.
Intermittent or Reduced Schedule Leave
The employee may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day periodically when needed over the year), or, under certain circumstances, may use the leave to reduce the work week or workday, resulting in a reduced hour schedule. In all cases, the leave may not exceed a total of 12 work weeks (or 26 work weeks for Military Caregiver Leave over a 12-month period).
“Intermittent schedule” leave is leave that is taken in separate blocks of time rather than for one continuous period. “Reduced schedule” leave means that the leave reduces the employee's scheduled number of working hours. Employees taking intermittent leave must follow the Diocese’s standard call-in procedures absent unusual circumstances.
The Diocese may temporarily transfer an employee to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent or reduced schedule, in instances of when leave for the employee or the employee’s family member is foreseeable and for planned medical treatment, including recovery from a serious health condition or to care for a child after birth, or placement for adoption or foster care.
For leave due to the birth, adoption or foster care of a child, the Diocese and the employee must mutually agree to the schedule before the employee may take the leave intermittently or work a reduced hour schedule. Leave for the birth, adoption or foster care of a child must be taken within one year of the birth or placement of the child.
Notice Requirements
All requests for leave must be made in writing to Human Resources, specifying the reason for the need for leave and the anticipated timing and duration of the leave. Verbal requests, calling in “sick” or notification of a coworker or supervisor will not satisfy the notice requirements under this policy. Failure to follow the notice requirements under this policy may result in the delay or the denial of the leave. If leave is related to a condition for which FMLA leave had previously been granted, employee should indicate that it is related to a condition for which FMLA leave was used.
If the need for leave is foreseeable, the employee must provide the Diocese with not less than 30 days’ advance notice. In appropriate cases, the Diocese may designate leave as FMLA qualifying even if not so designated by the person making the request. The employee will be notified of the designation. In the event of an emergency, notice should be given as soon as practicable. Employees must comply with the Diocese’s normal call-in procedures, absent unusual circumstances.
If the employee is requesting leave (including intermittent schedule and reduced schedule leave) for planned medical treatments, the employee must make a reasonable effort, subject to the approval of the employee’s health care provider, to schedule treatments so that they are not unduly disruptive to the Diocese.
Once an employee has requested leave under this policy, the Diocese will inform the employee whether he/she is eligible to take leave (including any reason for ineligibility) and will notify the employee of his/her rights and responsibilities pertaining to FMLA leave. In addition, the employee will be advised what portions of the leave will be counted against the employee’s leave entitlement.
Documentation Required for Active Duty Leave or Military Caregiver Leave
Employees requesting Active-Duty Leave must complete and submit the Certification of Qualifying Exigency for Military Family Leave and include appropriate documentation, including the covered military member’s active-duty orders. A request for Military Caregiver Leave must be supported by the Certification for Serious Injury or Illness of Covered Service member form as well as any necessary supporting documentation. The employee will have 15 days in which to return the completed Certification Forms.
A second opinion for military caregiver leave when the military leave certification is completed by a health care provider that is not affiliated with the DOD, the VA or TRICARE, may be required. The second opinion will be at the Diocese’s expense, and in the event of a difference between the two opinions, a third opinion (also paid for by the Diocese) is binding. The employee is entitled to copies of the second and third opinions on request.
Documentation Required for Leave Related to the Serious Health Condition of the Employee or the Spouse, Child or Parent of the Employee
Employees requesting leave related to their own serious health condition or that of a parent, spouse or child of the employee, must complete and submit the appropriate medical certification. This certification must be provided to Human Resources within 15 calendar days of the request for leave. Medical certification forms will be provided for this purpose. The cost of this certification is the responsibility of the employee, subject to any insurance coverage.
If the medical certification form is incomplete or insufficient, the Diocese will advise the employee in writing as to what additional information is needed and give the employee 7 days to complete and return the form. The Diocese’s health care provider, Human Resources or other designee may contact the person providing the certification to clarify and authenticate the opinion.
A second opinion may also be required at the Diocese’s expense, and in the event of a difference between the two opinions, a third opinion (also paid for by the Diocese) is binding. The employee is entitled to copies of the second and third opinions on request.
Failure to provide any of the certifications required may result in delay of leave, denial of leave or denial of reinstatement privileges. Falsification of the reason for the leave of absence, or extension thereof, or of the supporting documentation is grounds for termination.
Recertification and Status Reports
The Diocese may require recertification on a reasonable basis for individuals who are on leave related to a serious medical condition. The frequency of the recertification will vary depending on the length of the certified leave and the type of leave. If the employee is on leave for a continuous absence, recertifications may be requested periodically but not more frequently than every 30 days or the minimum duration of the condition, whichever is longer. If the employee is on intermittent or reduced-schedule leave in excess of 6 months, the Diocese may request recertification every 6 months. For any serious health condition lasting more than one year, employees may be required to provide a new certification annually. However, recertifications may be requested at any time if there are changed circumstances, reasons to doubt the reason for the leave, or the employee requests an extension of the previously certified leave.
An employee has 15 days in which to provide a complete recertification form. Failure to provide the requested recertification may result in delay of leave, denial of leave or denial of reinstatement privileges.
While on leave, the employee must keep the Diocese informed of the employee’s status and intent to return to work as requested, and in any event on a regular basis. At least two (2) business days’ notice of intent to return to work from a leave must be given. If the employee needs to reduce or extend the original leave due to changed circumstances, the employee must advise Human Resources of this within two (2) business days after this becomes known to the employee. Failure to follow these procedures may delay reinstatement.
Fitness-for-Duty Certifications
The Diocese may require the employee to provide a fitness-for-duty certification regarding the serious health condition causing the leave prior to the employee’s return to work. The fitness-for-duty certification may also require the healthcare provider address the employee’s ability to perform the essential functions of the job. The employee will be notified at the time he or she receives the Designation Notice if a fitness- for-duty certification will be required. If the employee does not provide the fitness-for-duty certification at the time of return, the employee’s return to work may be delayed until the certification is provided.
For intermittent or reduced schedule leaves of absences, the Diocese may require the employee to provide a fitness-for-duty certification regarding the condition causing the leave periodically (not more than every thirty (30) days) if the employee has used intermittent leave during that period and there exists reasonable safety concerns regarding the employee’s ability to perform his/her job duties. The employee will be notified at the time the employee receives the Designation Notice if a fitness-for-duty certification will be required, when such certification must be provided and whether the Employee will be required to submit a fitness-for-duty certification for each subsequent instance of intermittent or reduced schedule leave, unless one has already been submitted within the past thirty (30) days. Failure to provide the requested certification may result in the employee’s return to work being delayed until the certification is provided or in the denial of reinstatement privileges.
Maintenance of Health Benefits
During the twelve-week maximum leave period, coverage under the group health insurance plan, if any, will be maintained at the level and under the conditions coverage would have been provided had leave not been taken. Employees will be required to continue to pay their portion of premiums as if they had not taken leave. Said premiums will be paid in two (2) possible ways: (a) if a portion of the leave is paid, then the ordinary payroll deduction system will be used, to the extent possible; and/or (b) to the extent that payroll deduction does not cover the entire premium cost for which the employee is responsible, the employee must deliver to the Diocese the full monthly cost of said premium on or before the last day of the month prior to the month for which coverage is desired. One written reminder will be provided. If the full portion of the premium has not been received by the date specified in the written reminder, the coverage will lapse as of the last day of the month for which the full coverage premium was paid; however, it will resume when the employee returns to employment.
If the employee chooses not to return to work for reasons other than the continued serious health condition of the employee or the employee’s family member or a circumstance beyond the employee’s control, the employee will be required to pay the Diocese for the portion of the premiums paid by the Diocese during the period of the leave of absence. The Diocese may require the employee to provide medical certification, in a timely manner, in order to verify the reason that the employee is not returning from leave.
While on leave, the employee retains all accrued benefits. However, the employee will not accrue paid time off, vacation, or other employment benefits while on leave. With respect to pension or retirement plans, the leave period will be treated as continued service, i.e., no break in service.
Reinstatement
Upon return from leave, the employee will be returned to the same position or a position with equivalent status, pay, benefits and working conditions the employee had when they left. Job and/or position assignments may change as a result of the leave due to the needs of the Diocese in the interim. Also, an exception to reinstatement may apply if business circumstances have changed (e.g., if the employee’s position is no longer available due to job elimination). An exception to equivalent restoration may be made for key, salaried employees. An employee will be notified at the time of the leave request of the status as a key employee.
Inability or Failure to Return to Work
If an employee fails to return to work at the end of a leave as scheduled, the employee will be considered to have voluntarily resigned from the Diocese’s employment unless additional leave is required by applicable law. In addition, if the employee accepts any other employment during any leave of absence, the employee will be considered to have voluntarily resigned.
If the employee requires leave in excess of the 12 weeks (or 26 weeks for the care of an injured or ill service member) allowed under the FMLA, the employee must request additional leave. The Diocese has sole discretion in deciding whenever additional leave will be granted but will comply with all applicable law.
Unless required by law other than the FMLA, employees on a leave extension are not guaranteed reinstatement but the Diocese will endeavor to place employees in their position or a position comparable in status and pay, subject to budgetary restrictions. The need to fill vacancies and the ability to find qualified temporary replacements is at the discretion of the Diocese.
The FMLA makes it unlawful for any employer to interfere with, restrain or deny the exercise of any right provided under the FMLA, and makes it unlawful to discharge or discriminate against any person for opposing any practice made unlawful by the FMLA or for involvement in any proceeding under or relating to the FMLA. An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit. The FMLA does not affect any Federal or State law prohibiting discrimination or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.
ILLINOIS FAMILY MILITARY LEAVE
Eligible spouses and eligible parents of military personnel called to service lasting longer than thirty (30) days with the State of Illinois or the United States may receive unpaid family military leave for up to thirty (30) days after the employee has exhausted all accrued vacation leave or other accrued leave except sick leave.
Eligible spouses and parents include employees who: (1) have been employed for at least one (1) year; and (2) have been employed for at least twelve hundred fifty (1250) hours of service during the twelve (12) month period immediately preceding the commencement of their leave.
In order to take family military leave, an employee must give fourteen (14) days’ notice prior to the date the leave will begin if the leave will consist of five (5) or more consecutive workdays.
If the leave is less than five (5) consecutive workdays, the employee should give as much notice as is practicable. Notice shall be in writing directed to the employee’s supervisor. In addition to notice, if possible, the employee should consult with the employee’s supervisor to minimize disruption of the Diocese’s operations.
Before family military leave is granted, the Diocese requires certification from the proper military authority to verify that the eligible employee’s spouse or child is called into service for a period more than thirty (30) days. Furthermore, eligible spouses and eligible parents must not take family military leave until their accrued vacation, personal, compensatory, and other leaves (except sick and/or disability leave) is exhausted.
While on family military leave, eligible spouses and eligible parents will maintain their benefits (applicable premium deductions apply). Upon returning from leave, eligible spouses and eligible parents will be restored to their same position or an equivalent position unless such restoration is inappropriate for reason unrelated to the leave.
If an employee also uses “qualifying exigency” leave under the FMLA as described above, the amount of leave available under the Illinois law will be reduced by the number of days the employee takes under the FMLA.
VICTIMS' ECONOMIC SECURITY AND SAFETY ACT (VESSA)
If an employee has been the victim of domestic, sexual, or gender violence, or who has a family or household member who is a victim of domestic, sexual, or gender violence, up to 12 weeks of unpaid leave per 12-month period may be available to address issues arising from domestic or sexual violence.
An employee may take VESSA leave to:
- Seek medical attention for, or recover from, physical or physiological injuries caused by domestic, sexual, or gender violence to the employee or employee’s family or household member;
- Obtain victim services for the employee or employee’s family or household member;
- Obtain psychological or other counseling for the employee or the employee’s family or household member;
- Participate in safety planning, including temporary or permanent relocation or other actions to increase the safety of the victim from future domestic, sexual, or gender violence; or
- Seek legal assistance to ensure the health and safety of the victim, including participating in court proceedings related to the violence.
Employees shall provide at least 48 hours’ advance notice of his or her intention to take leave and certain documentation and certification may be required supporting leave requests. Employees who are victims of domestic, sexual or gender violence or have family or household members who are victims of domestic, sexual, or gender violence, will not be discriminated against. Please contact Human Resources for more information regarding VESSA leave.
NURSING POLICY
The Diocese recognizes the importance of breastfeeding for both mother and baby and supports those employees who choose to breastfeed. Therefore, the Diocese provides its employees with needed, reasonable break times to express breast milk. For up to one (1) year after the child’s birth, any employee who is breastfeeding her child will be provided reasonable break times to express breast milk for her child. These break periods will be given each time the employee has need to express breast milk. Employees may also choose to use their meal period or compensated rest breaks to express milk.
The Diocese will provide a space shielded from view and free from intrusion as a private place for breastfeeding employees to express milk during work hours. Employees may also use their private office area if they prefer.
OTHER LEAVE OF ABSENCE WITHOUT PAY
Additional leave without pay may be available for school visitation, blood and organ donation, volunteer emergency work, or civil air patrol. Consult with Human Resources for more information.
The Diocese may allow a personal leave of absence not to exceed six (6) months, subject to prior approval by the supervisor, for all regular full-time and regular part-time employees who have at least one full year of service, and who request time off for other than family or medical reasons. This leave may be revoked by the Diocese upon twenty (20) days written notice. However, the total leave available will not exceed six (6) months. After six (6) months, re-employment will be considered on an individual basis and at the sole discretion of the supervisor. A leave of absence is only available to those employees who intend to return to work.
Employees on a personal leave of absence shall use unused vacation days. The remaining personal leave shall be without pay. During the personal leave period, health and other insurance benefits will continue if paid by the employee.
Employees shall not be compensated for holidays or holy days occurring while on personal leave. No additional vacation days or sick days shall be allocated to or accrued by an employee while on a personal leave.
Employees who return to work within the prescribed time and in the same full-time/part-time status prior to the leave, shall be reinstated in the same or comparable position at the same or comparable salary if available. Employees who do not return during the prescribed time shall be considered to have voluntarily resigned their position. At that time, the employee shall have the same options as any other terminating employees with regard to continuing benefits.
Approved: April 4, 2011
Revised: January 29, 2025
Office of Education
Diocese of Belleville