Faculty Leaves
1. Summary of leaves and related information
In addition to sabbatical leaves, which are available only to tenured faculty under the conditions described under Sabbatical Leaves, faculty are eligible to the same leave benefits and rights as all other employees of the College. In each instance, the faculty member should first consult with the VPAA/Dean of the Faculty who will then collaborate with the faculty member and Office of Human Resources.
2. Sabbatical Leave
A. Faculty Sabbatical Leaves
The purpose of Central’s sabbatical program is to enhance the professional growth of the faculty. The College encourages its faculty to participate in periodic sabbaticals with the expectation that the faculty will return to the classroom with greater vitality and improved teaching skills. In exchange for having a sabbatical program that has improved financial support and seeks to regularize this activity throughout one’s career, the faculty member is to be held accountable by reporting on the activities undertaken during sabbatical to the VPAA/Dean of Faculty, to one’s colleagues at Central, and to Central’s students.
B. Eligibility
1. Tenured faculty of Central College after six (6) years of full-time teaching are eligible to apply for a Sabbatical Leave. When appropriate, approval of the sabbatical application is conditional upon the granting of tenure, as well as meeting the other criteria for approval.
2. Eligibility for another sabbatical is earned when the applicant has served six (6) years of full-time equivalent teaching after a sabbatical granted for a full year or one semester.
C. Duration
Eligible tenured faculty may apply for a sabbatical leave for one full academic year (fall and spring) or for a one semester leave (fall or spring).
D. Compensation
1. Full-year sabbatical leave:
a. If the leave is for one full academic year, the faculty member will receive 75% of the salary the faculty member would have received in that academic year.
b. Benefits: Medical benefits, long-term disability, life insurance and tuition reduction will continue as if in regular status. Social Security and the appropriate percentage for TIAA-CREF will be paid on the wage income received. The faculty member will not be covered by worker’s compensation.
2. One semester sabbatical leave: 100% of salary, medical benefits, long-term disability, life insurance, and tuition reduction. Social Security and the appropriate percentage for TIAA-CREF will be paid on the salary received. The faculty member will not be covered by worker’s compensation.
3. Faculty sabbaticals may receive external support in the form of a grant, salary, scholarship, or fellowship. In no case may the salary exceed 100% of a faculty member’s base 9-month salary. Compensation during the summer months is permitted.
E. Criteria
1. Probable contribution of the proposed activity to the college, the department, the profession, and/or the professional development of the applying faculty.
2. Activities (nonexclusive list) in a sabbatical may include:
a. research at another college, university, or research institute
b. research at Central
c. practical experience in one’s profession
d. government or nonprofit organization service
e. performances or exhibitions
F. Responsibilities
1. Continued employment at Central College for one year following a full- or half-year sabbatical. Faculty resigning prior to completing this term of employment will repay a prorated portion of the salary and benefits that were received during the sabbatical.
2. Carrying out the activities listed in the sabbatical proposal. If there is a desire to undertake a different set of activities, this can only be done with the written consent of the VPAA/Dean of the Faculty.
3. Refraining from accepting other remunerative employment during the period of the sabbatical unless specifically authorized by the VPAA/Dean of the Faculty.
4. Resigning from all committee and council activities if the faculty member is on a full-year sabbatical. The recipient will not volunteer for, nor be asked to, assume departmental or college responsibilities, including serving as an academic advisor, other than to focus on activities of the sabbatical.
5. Writing a report on the recipient’s activities during the time of the sabbatical for inclusion in her/his personnel file. The application and report will be included in any future application for another sabbatical. The report is due 1 October following the conclusion of the sabbatical to the Office of Academic Affairs.
6. Reporting, either by writing or speaking, to appropriate faculty and student groups about the applicant’s activities during the sabbatical. This may include, as examples, speaking to a student club, a class, a faculty symposium, or a discussion group.
G. Timeline
1. Persons wishing to apply for sabbatical will need to plan at least 1.5 years in advance. Faculty requesting sabbatical leave would meet with the VPAA or designate before 1 April in the calendar year prior to the sabbatical request in order to present a development plan.
2. Application for sabbatical leave requests due by Oct. 1 in the academic year prior to sabbatical request.
3. Faculty Development Committee will review sabbatical leave requests and make recommendations to the VPAA by Dec 15th of that same academic year.
4. The President will approve sabbatical leaves by the Spring of that same academic year.
5. Reports of the sabbatical are due Oct 1 of the year following a leave.
H. Planning
Sabbatical leaves should be planned so as to reduce to a minimum the need for replacements for the faculty member on leave. Arrangements to cover the applicant's courses while on sabbatical must be discussed by the Department Chair with the VPAA/Dean of the Faculty as part of the Chair’s role in the application procedure.
3. Family and Medical Leave (FMLA)
As employees of the College, faculty are protected under FMLA. The faculty member should first consult with the VPAA/Dean of the Faculty who will then coordinate with the faculty member and Office of Human Resources.
4. Sick/Medical Leave
5. Short Term Disability
As employees of the College, faculty are covered by Short Term Disability. The faculty member should first consult with the VPAA/Dean of the Faculty who will then coordinate with the faculty member and Office of Human Resources.
6. Returning to Work after an Illness
7. Personal Leave
Due to minimal staffing in all departments and the wide possibilities of leave needs, the college does not have a personal leave without pay policy. Personal leave of absence without pay for faculty may be granted with the approval of the VPAA/Dean of the Faculty. The college reserves the right to deny a personal leave of absence if it is detrimental to the business needs of the college or places an undue burden on the college.
8. Maternity Leave for Faculty
Faculty members who are half time or more and have been employed by Central College for one year or more are eligible for maternity leave. The faculty member should meet with the VPAA at least 30 days prior to the expected leave, preferably sooner. Eligible employees are also covered under the Family and Medical Leave (FMLA), which allows up to 12 weeks unpaid leave for childbirth. Maternity leave is a continuous leave available to faculty members in accordance with EEOC guidelines stating the “disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery therefrom are, for all job related purposes, temporary disabilities and should be treated as such under any health or temporary disability insurance or sick leave plan available in connection with employment.” When a faculty member is eligible, the College will pay for (6) weeks of maternity leave.
If an eligible faculty member desires to extend the leave beyond the paid leave period outlined above, additional weeks for a total of 12 weeks are available through the College Family and Medical Leave Policy. Such leave will not affect the faculty member’s seniority, benefits, or salary, and their position or one of similar status will be available upon return from the maternity leave. A doctor’s release will be required in order to return to work.
Faculty members who are half time or more and have been employed by the College for less than one year should refer to the “Medical Leave of Absence Policy.”
9. Adoption Leave
As employees of the College, faculty are covered by the College’s Adoption Leave Policy. The faculty member should first consult with the VPAA/Dean of the Faculty who will then coordinate with the faculty member and Office of Human Resources.
10.Bereavement Leave
11.Military Leave / Re-employment
Central College honors and respects the rights and obligations of employees to serve in the Armed Forces of the United States in accordance with the Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA) and state law.
An employee who is a member of, applies to be a member of, performs, has performed, applies to perform, or has an obligation to perform service in a uniformed service shall not be denied initial employment, reemployment, retention in employment, promotion, or any benefit of employment by Central College on the basis of that membership, application for membership, performance of service, application for service, or obligation. Likewise, Central College prohibits retaliation against any employee who exercises rights or assists others in exercising rights under USERRA or comparable state law.
A faculty employee or appropriate officer of the branch of the military in which the employee will be serving must give the VPAA/Dean of the Faculty written notice in advance of military service unless military necessity prevents the giving of notice or notice is otherwise impossible or unreasonable. For complete policy see Military Leave / Re-employment.
12. Time Off to Vote
13. Jury Duty