This section provides an overview of many benefits available to faculty and staff. In the event of conflict between the overview provided in this handbook and the plan document or insurance plan, the plan document or insurance plan will govern. Complete descriptions are not possible in the handbook; employees should contact Human Resources for specific plan details. The Labor Agreement governs in the case of Union employees in all aspects of this section. Regular non-union employees who have a schedule involving a (.46) FTE or above, and Union employees who have a (.50) FTE or above are eligible to participate in the College’s benefit programs.

Carleton College will comply with all applicable laws such as ACA, FMLA, federal, state, and any applicable regulations.

Employment & Benefits

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Leaves of Absence

Carleton College will comply with all applicable laws, including MN Paid Leave, FMLA, federal, state, and other applicable regulations. We recognize that situations may arise requiring an employee to request a leave of absence. The leave may be personal, medical, or for military service. Employees will meet with Human Resources to determine the proper designation of the leave type, its applicable provisions, statutes/regulations, forms, and how the leave will be monitored. To ensure we have up-to-date information on all these leaves, we prefer to check government websites rather than list statutes in our handbook. Any accrued time-off hours will be used during a leave of absence. The amount of paid leave is calculated based on the employee’s budgeted weekly hours. If the absence is due to illness or injury, accumulated Sick/ESST leave will be paid out based on the time indicated by the employee’s physician; time off beyond the physician’s request will require the use of the employee’s accrued annual leave. College holiday and Winter Break hours will not be paid during a leave of absence. Carleton has zero tolerance for misrepresented requests for leave or fraudulent acts to obtain benefits; this includes seeking and/or working at other jobs while on a leave of absence.

Any unpaid time in lieu of absence accruals will be at the discretion of the supervisor and Human Resources. This option is intended for absences not covered under FMLA, and should be of limited duration. Employees do not accrue annual leave or Sick/ESST hours while on leave.

The employee is responsible for paying the employee portion of health care premiums and any other payroll deductions to ensure continuation of coverage. Please contact Human Resources to discuss payment options.  Employees who are more than two months behind on payments risk losing coverage. If the employee is still on leave after six months, COBRA benefits will be offered. Under COBRA, the employee is responsible for paying the entire premium (employee and employer portions) on any insured benefit plans in which the employee participates. It is important to make payments on time to prevent loss of coverage. Employees are eligible for a maximum of six (6) months of personal leave with benefit continuation in a rolling five (5) year period. If an employee has exhausted their leave with benefit continuation, they will automatically move to personal leave without benefit continuation.

Definitions: Immediate Family/Extended Family

The College defines immediate family as persons related to the employee as follows: the employee’s wife, husband, child, mother, father, mother-in-law, father-in-law, sister, brother, grandchild, domestic partner (same sex or opposite sex partners), or step relations within the definition of immediate family. Extended family is defined as persons related to the employee as follows: grandparent, grandparent-in-law, sister-in-law, brother-in-law, uncle, aunt, cousin, niece, or nephew.

The College will also use the definitions of family under specific leave laws, including, but not limited to, the FMLA, MN Paid Leave, and MN ESST.

1. Personal Leaves of Absence

   A personal leave of absence is an absence from work taken for personal reasons not otherwise covered by the FMLA or other protected leave policies. A personal leave of absence is at the discretion of the supervisor and Human Resources and will generally be for less than six months. Leave beyond six months may be considered if operationally feasible and will not exceed twelve months. We will attempt to return an employee to their same or similar position if operationally feasible; however, Carleton reserves the right to fill the vacancy if necessary. If the previous position is no longer available, the employee may be considered for other open positions for which they may be qualified. Any accrued annual or sick/ESST will be used during a leave of absence (see Sick/ESST Leave Eligibility section). Employees are eligible for a maximum of six (6) months of personal leave with benefit continuation in a rolling five (5) year period. If an employee has exhausted their leave with benefit continuation, they will automatically move to personal leave without benefit continuation. Any employee who is able to and chooses not to return to work after a personal leave, as agreed upon, will be considered to have voluntarily resigned their position retroactively to their last day worked, is not eligible for time off payouts, and will be responsible for repaying the employer portion of the health insurance premium retroactively.

2. Family Medical Leave (FMLA)

   The College will grant an employee who has worked at least 12 months (which do not have to be consecutive) for the employer and who have worked at least 1,250 hours during the 12 months immediately before the date FMLA leave begins; a leave can be applied for up to 12 work weeks in a 12-month period rolling backwards. We comply with the Family and Medical Leave Act of 1993. Employees should give at least 30 days’ notice of need for FMLA leave. Where the need for a leave is not foreseeable, the employee is expected to give as much notice as practical and comply with normal call-in procedures. Supervisors are to inform Human Resources when they have an employee request a leave in excess of three days. When medically necessary, FMLA leave may be taken on an intermittent basis or the employee may work a reduced schedule. Intermittent leave must be certified by a health care provider as necessary and should be scheduled to avoid disruption to the College, to the extent reasonable. Employees will meet with Human Resources to determine the proper designation of the type of leave, its applicable provisions/forms, and how the leave is to be monitored. Human Resources will keep the supervisor informed of the necessary details of the FMLA leave.

   In addition, reasonable accommodations for health conditions related to pregnancy or childbirth may be requested following the advice of a licensed health care provider or certified doula. Accommodations will be provided for more frequent restroom, food, and water breaks; seating; and limits on lifting over 20 pounds. The employee and employer shall engage in an interactive process with respect to an employee’s request for a reasonable accommodation.

   FMLA leave may be applied for the following reasons:

   • Incapacity due to pregnancy, prenatal medical care or birth or adoption of a son or daughter. If both parents work for the College, they are entitled to a combined total of 12 weeks’ leave in a 12-month period for the birth, adoption, or foster care placement of their child.
   • A serious health condition involving the employee who is unable to perform job functions (including Workers’ Compensation injuries, if applicable).
   • Care of the employee’s spouse, son, daughter, parent, or domestic partner who has a serious health condition. If both the mother and father work for the College, both are entitled to take 12 workweeks of leave to care for a seriously ill child.
   • To attend to a medical emergency or impending death of the employee’s spouse, son, daughter, parent, or domestic partner.
   • Eligible employees whose spouse, son, daughter or parent is covered active duty or call to covered active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. Employees may use their 12-week leave entitlement for qualifying exigencies that may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
   • A special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserved, who is undergoing medical treatment, recuperation or therapy, is other wise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or a veteran who 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, and who is undergoing medical treatment, recuperation. or therapy for a serious injury or illness. *The FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definitions of “serious health condition”.

   Pay While on an FMLA Leave
   

   Employee’s Own Health Condition:

   Requests for FMLA leave must be submitted as a Time Off Request in Workday before the leave begins. For unexpected, emergent leaves, it must be submitted immediately after the start of the leave.

   All requests for FMLA leave must be reviewed by both the employee’s supervisor and Human Resources. Human Resources will communicate directly with the employee about the status of their request.

   Any unpaid leave time requires the use of eligible time off accruals to cover the leave. Time off accruals will be paid out according to the physician’s certification. Time off beyond the certified period is not eligible for Sick/ESST leave.

   Family Member’s Health Condition: If leave is for other than self, see Sick/ESST leave sections for the particular family member provisions; other eligible time off accruals may be used if needed.

   Note: FMLA pay does not qualify during a Parental Leave, as Carleton has a separate pay benefit for that type of leave. See the qualifications of the Parental Leave Pay section of this policy.

   Continuation of Health, Dental, and Life Benefits

   During this leave, the employee is responsible for paying the employee portion of health care premiums and any other payroll deductions to ensure continuation of coverage.  Arrangements for payments must be made through the Human Resources office.  Employees who are more than two months behind on payments and do not make arrangements with Human Resources risk losing coverage.  After the six-month period expires, COBRA benefits will be offered.  Under COBRA, the employee is responsible for paying the entire premium (employee and employer portions) on any insured benefit plans in which the employee participates.  It is important to make payments on time to prevent loss of coverage.

   FMLA Eligibility Notice/Rights and Responsibilities

   Once Human Resources is notified of a need for FMLA leave, HR will provide employees within 5 days a notice of their eligibility for their leave or a reason why they are not eligible. At the same time, employees will be provided with a statement of their Rights and Responsibilities, which is part of the Eligibility Notice.

   FMLA Medical Certification Required

   Employees who request FMLA leave because of their own serious health condition or of a family member’s serious health condition must submit a Medical Certification Form (or its equivalent) completed by the health care provider to support the leave request. This form is available from Human Resources. The Medical Certification Form should be returned to Human Resources within 15 calendar days after it is requested, or as soon as possible under the circumstances. If the Medical Certification Form returned to the College is not satisfactory, an employee will be told of the deficiencies in writing and given 7 calendar days to complete the Form. If the medical information is inadequate, designated Human Resources may contact the employee’s health provider directly to authenticate or clarify information on the certification. Also, Human Resources may directly contact the employee’s health provider, after receiving the employee’s permission, to get more complete information regarding the nature of the ailment, the duration of the leave, the need for intermittent leave, etc. The College can request a second or third opinion regarding the employee’s condition and treatment (at the College’s expense). All employees requesting an extension of any FMLA leave must provide a new Medical Certification (or its equivalent) of the need for continued leave.

   A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.  Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a healthcare provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition.  Other conditions may meet the definition of continuing treatment.

   FMLA Designation Notice

   Within 5 business days (unless extenuating circumstances) of having enough information to determine whether the requested leave is FMLA-eligible, the Human Resources will provide a Designation Notice, informing the employee whether or not leave is designated FMLA leave and the amount of leave that will be designated, if known. This designation may be retroactive.

   Employees absent on medical leave will be required to provide medical certification of their fitness to return to work. A Fitness for Duty Certification Form is available from Human Resources.

   In the sole discretion of the College, any leave that they determine qualifies as FMLA leave may be designated as FMLA leave, regardless of whether all possible obligations are met by the employee. Workers’ compensation is also designated as FMLA leave.

   FMLA Re-certification

   An employee may be asked to re-certify a serious health condition every 30 days (if the employee is absent during that period) for chronic/long-term illness or pregnancy. A re-certification may be requested in less than 30 days if the employee asks for extension of leave; Circumstance have changed; or the College has doubts about the employee’s FMLA status (e.g. Mon. /Fri. absences). Employees will be required to have annual medical certifications for their own serious health conditions or that of a spouse/family member lasting more than one year, including chronic/lifelong ailments. Employee on a chronic, on-going intermittent leave may require 2 visits to their health care provider per year where self care is allowed by the health care provider (i.e. asthma, migraines, etc.).  Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified.

   Return to Work after a FMLA Leave

   Employees returning to work from FMLA leave will be returned to the same or an equivalent position as held prior to leave, unless the position has ceased to exist because of business necessity. If the employee does not return to his or her original held position or an equivalent position as soon as he or she is able, the College will consider the employee to have voluntarily resigned.  Certain “key employees” may not be eligible to be reinstated to the same or an equivalent position at the conclusion of their FMLA leave. The College will notify such employees of their “key employee” status and the conditions under which they may be reinstated, if applicable.

   Text of FMLA Employee Rights and Responsibilities

3. Minnesota Paid Family and Medical Leave (MN PFML)

   Introduction: Minnesota’s Paid Family and Medical Leave (PFML) is a state law that provides eligible employees with partial wage replacement when they need to take time off for qualifying medical or family reasons. This policy outlines Carleton College’s (the “College”) obligations and employee responsibilities regarding this program.

   Leave Categories: Minnesota PFML provides benefits for the following types of leave:

   • Medical Leave: For an employee’s own serious health condition, including pregnancy and childbirth.
   • Family Leave: For an employee to care for a family member with a serious health condition, to bond with a new child, for military family leave, or for certain personal safety issues.

   Length of PFML: Eligible employees will be allowed a maximum of 20 weeks of PFML, in the aggregate, during a rolling benefit year (12 months) for any of the foregoing qualifying reasons. For example, if an employee has multiple qualifying events, the employee could be eligible for the following combinations of leave:

   • 12 weeks of Medical Leave + 8 weeks of Family Leave (20 total weeks)
   • 12 weeks of Family Leave + 8 weeks of Medical Leave (20 total weeks)
   • 10 weeks for Family Leave + 10 weeks of Medical Leave (20 total weeks)

   Notification and Application Process: When an employee needs to take leave that may qualify for MN PFML, they must follow these steps:

   • Notify: The employee must notify their manager and/or Human Resources department of their need for a leave of absence at least 30 days in advance for foreseeable leaves. If the leave is not foreseeable, notification must be given as soon as is practicable.
   • Apply to UNUM: The employee is responsible for applying for PFML benefits through the UNUM portal. This application process will require the employee to provide documentation, such as a medical certification from a healthcare provider.
   • Provide Documentation: The employee must provide the College with a copy of their PFML application and any correspondence from UNUM regarding their leave status and benefit approval.

   Intermittent or Reduced Schedule Leave: In addition to a continuous leave (uninterrupted leave period), eligible employees may take PFML on an intermittent basis (i.e., taking leave in separate blocks of time due to a single qualifying reason) or on a reduced schedule basis (i.e., reducing the employee’s normal weekly or daily work schedule).

   PFML can be taken in 15-minute increments, unless otherwise required by law. Taking intermittent leave or on a reduced leave schedule will result in a proportionate reduction in the employee’s available PFML allotment. PFML benefits will also be adjusted proportionately.

   Employees seeking intermittent (reduced schedule) PFML must inform UNUM and the College of their leave schedule. Employees taking intermittent leave must notify UNUM and the College of their individual absences to receive wage-replacement benefits for those absences. Employees requesting intermittent or reduced-schedule leave must provide the College with a schedule of needed workdays off as soon as practicable and must make a reasonable effort to schedule such leave so as not to unduly disrupt the College’s operations.

   Employees who are approved for and take intermittent (reduced schedule) leave and who fail to work in accordance with that leave schedule may be subject to discipline. If an employee’s intermittent PFML use is inconsistent with their approved schedule, the College may also request additional information to support the need for leave.  

   Additional Employee Responsibilities 

   • The employee portion (50% of the state rate) will be automatically deducted from employees’ paychecks each pay period. (Effective 1/1/2026, the employee rate is .44%. The rate is set by the State of Minnesota and is expected to change annually.)
   • Employees must request the use of accrued time off (if applicable) to supplement their PFML benefits.

   Carleton’s Role: Carleton will comply with all legal requirements under the MN PFML program. Our responsibilities include:

   • Collecting and remitting the required payroll premiums to UNUM.
   • Providing employees with information about the program as required by law.
   • Processing the employee’s request for a leave of absence in accordance with the College’s policies and applicable law, including the federal FMLA.
   • Providing required information and updates to the State of Minnesota.

   Healthcare Benefits: During an approved PFML, the College will continue to make contributions to an employee’s group health benefits on the same terms as if the employee had continued working. This means that if an employee wants benefits coverage to continue during PFML, the employee must continue making any premium payments they were required to make for themselves or their dependents before the leave. Employees should contact Human Resources to arrange for payment of the applicable premiums.

   Coordination With Other Leaves and Benefits: PFML will run concurrently with leave taken under the federal Family and Medical Leave Act (FMLA) and the Minnesota Pregnancy and Parenting Leave law, if the employee and the purpose of the leave qualify under each respective law. 

   Employees are not required to exhaust any accrued paid time off before or during their PFML leave. However, an employee may use their leave accruals off to supplement the partial wage replacement provided by UNUM, up to their normal wage amount. Employees may use the following College-provided paid leave benefits as a supplement to PFML: Paid Bonding Leave, Annual Leave, ESST, Sick/ESST Leave, Earned Sick and Safe Time, and Extended Illness Reserve Leave, subject to the eligibility and utilization parameters established for each paid leave benefit. All employees must notify the College in writing of their intention to use College-provided leave to supplement any PFML benefits. Under no circumstances may an employee receive more than 100% of their normal pay.

   Return form Leave: Employees returning to work from PFML may be required to provide fitness-for-duty documentation, if applicable. They will be returned to the same or an equivalent position held before leave, unless the position has ceased to exist due to business necessity. If the employee does not return to their original position or an equivalent position as soon as they are able, the College will consider the employee to have voluntarily resigned.  This policy will be updated as needed to remain compliant with state law.

   Separation From Employment: Upon separation from employment, employees may still be eligible to receive PFML benefits, and the College will provide any information or materials regarding the benefits application to former employees.

   Protected Rights Under MN PFML Law: The College takes its PFML obligations seriously and will not interfere with, restrain, or deny the exercise of any right protected under the PFML law. The College will not discriminate or retaliate against any individual because they file for, request, or use leave in accordance with the PFML law; file a complaint or institute a proceeding related to the PFML law, or communicate to the College and intent to do so; testify or provide information in an inquiry or proceeding related to the PFML law; inform another person about an alleged violation of the PFML law or of their PFML rights; or otherwise exercise their rights under the PFML law. If an employee believes their PFML rights have been violated, they should immediately report the matter to Human Resources.

   This policy will be updated as needed to remain compliant with state law. 

4. Paid Bonding Leave

   Policy Statement

   Carleton College (the “College) is dedicated to supporting our employees as they build and grow their families. This policy provides eligible employees with paid leave to bond with a new child, whether through birth, adoption, or foster care placement. This leave is intended to supplement the benefits available under the Minnesota Paid Family Medical Leave (MN PFML) program, ensuring a seamless and supportive transition for new parents.

   Eligibility

   To be eligible for Paid Bonding Leave under this policy, an employee must meet the following criteria:

   • Have completed at least one (1) year of continuous service with the College before the start of the leave.
   • Be in a benefits-eligible position.
   • Be eligible for and approved to receive benefits from the Minnesota Paid Family Medical Leave (MN PFML) program for bonding with a new child.

   Leave Duration and Pay

   Eligible employees will be granted up to twelve (12) weeks of either consecutive or intermittent Paid Bonding Leave.

   • Pay Calculation: During the leave, the College will pay the employee the difference between the benefit amount they receive from the MN PFML program and one hundred percent (100%) of their regular weekly pay.
   • Total Compensation: This means the employee’s total compensation during the applicable leave period (MN PFML benefit + College supplement) will equal 100% of their regular weekly pay.
   • UNUM/MN PFML Coordination: Employees must apply for and receive benefits from the UNUM/MN PFML program to be eligible for the College’s supplemental Paid Bonding Leave pay. The duration of the College’s paid leave will run concurrently with the UNUM/MN PFML bonding leave.

   Application Process

   • Notification: Employees must notify their supervisor and the Human Resources department at least [e.g., 30 days] before the anticipated start date of the leave. If the need for leave is not foreseeable (e.g., an unexpected adoption or foster care placement), notification should be given as soon as possible.
   • MN PFML Application: Employees must apply for bonding benefits directly with UNUM as soon as they become eligible.
   • Documentation: Employees must provide the Human Resources department with proof of their UNUM/MN PFML application submission and a copy of their approval letter, including the approved weekly benefit amount.
   • College Supplement: Once the UNUM/MN PFML benefit amount is confirmed, the College will process the supplemental pay to ensure the employee receives 100% of their regular pay for the duration of their bonding leave, up to a maximum of twelve weeks.

   Return to Work

   Upon completion of the Paid Bonding Leave, the employee is expected to return to their position. The College will strive to reinstate the employee to the same or an equivalent position with the same pay, benefits, and other terms and conditions of employment.

   Payment in lieu of leave is not permitted. Employees who do not take or use Paid Bonding Leave will not receive any payment upon termination of employment. There can be no duplication of Carleton leave payments, and individuals who received paid Parental Leave to bond with the same child will not be eligible for Paid Bonding Leave, even though they may qualify for leave pay from UNUM.

   Coordination With Other Leave and Benefits

   Paid Bonding Leave is considered a supplemental benefit and runs concurrently with MN PFML. Additionally, Paid Bonding Leave will run concurrently with leave taken under the federal Family and Medical Leave Act (FMLA) and the Minnesota Pregnancy and Parenting Leave law, if the employee and the purpose of leave qualify under each respective law. 

   Disclaimer

   This policy is subject to change at the discretion of the College. This policy is not a contract of employment and does not alter the at-will nature of employment.

   Minnesota’s Pregnancy and Parenting Leave Act (PPLA)

   Under Minnesota’s Pregnancy and Parenting Leave Act, an employer must provide eligible employees up to 12 weeks of unpaid leave for the birth or adoption of a child, prenatal care, or incapacity due to pregnancy, childbirth, or related health conditions. Carleton will continue health insurance coverage to employees and their dependents during this leave. Employees are to make arrangements with Human Resources for paying the employee portion of the health insurance premiums during this unpaid leave.

5. Funeral Leave

   To assist a staff member with funeral arrangements and attendance, the following leave provisions apply.

   Regular, benefit-eligible, exempt, or non-exempt staff members are eligible for:

   • Up to 40 hours paid funeral leave in the event of the death of a member of the immediate family (wife, husband, child, mother, father, mother-in-law, father-in-law, sister, brother, grandchild, domestic partner, or step relations within the immediate family definition). Staff may request to use up to an additional five days of accrued Sick/ESST time. Additional vacation or floating holiday time may be requested.
   • Up to 8 hours of paid funeral leave in the event of the death of an extended family member (grandparent, grandparent-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law, uncle, aunt, cousin, niece, or nephew). Staff may request to use up to an additional two days of accrued Sick/ESST time. Additional annual leave time may be requested.
   • Up to 8 hours of paid funeral leave in the event of the death of a co-worker or friend, with a limit of four days per rolling year. The OFNR funeral leave code should be used on the time sheet for a co-worker’s or friend’s funeral.

   For immediate and extended family, there are no restrictions as to the number of occasions this funeral leave may be used.

   The amount of paid leave is calculated based on the non-exempt budgeted weekly hours or the exempt budgeted FTE. Employees must notify their immediate supervisor of their need to use this leave and submit a request via the “Request Absence” tool in Workday. Questions on eligibility should be directed to Human Resources.

6. Military Leave/Uniform Services Employment and Reemployment Rights Act

   Unpaid leave of absence will be granted to those called to military duty as a result of induction, enlistment or Reserve/National Guard duty. The College will comply with all applicable laws regarding the employment and reemployment of such individuals. Those who participate in Reservist or National Guard training will be allowed necessary time off for annual training duty. A special leave entitlement permits an eligible employee to take leave to care for a covered service member who has a serious injury or illness incurred in the line of duty. An employee may also take a leave for a “qualifying exigency” arising out of the fact that the employee’s spouse, child, or parent is on active duty or has been notified of an impending call or order to active duty. The employee must notify the supervisor and Human Resources as soon as possible regarding participating in these military service programs.

   Please see Military Leave Policy for more information.

   Please see Uniform Services Employment & Reemployment Rights Act (USERRA) for information on rights of employment and reemployment of active military from leave of absence.

7. Bone Marrow Donor Leave

   A leave of absence will be granted to those employees who seek to undergo a medical procedure to donate bone marrow to another person. Employees must notify their immediate supervisor at least two weeks prior to their need to use this leave. The length of the leave shall be determined by the employee, but may not exceed 40 work hours, prorated based on FTE. Time off for this leave will be paid using the “Paid Day Not Worked” pay code. Verification by a physician of the purpose and length of each leave requested by the employee to donate bone marrow will be required. If there is a medical determination that the employee does not qualify as a bone marrow donor, the paid leave of absence granted to the employee prior to that medical determination is not forfeited. Questions on eligibility should be directed to Human Resources.

8. School Conferences and Activities Leave

   The College will grant an employee leave of up to a total of 16 hours each year to attend school conferences or classroom activities related to the employee’s child, if the activities cannot be scheduled during non-work hours. The staff member must provide his or her supervisor with reasonable notice of the leave and make a reasonable effort to schedule the leave so as not to unduly disrupt department operations. A staff member may use accrued annual leave or unpaid time to cover the absence.

Last Revised: December 23, 2025

For: Staff

Last Reviewed: February 6, 2025

Maintained by: Human Resources

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