Absence for Personal Reasons

Should an employee not be eligible for a Family and Medical Leave, a personal Leave of Absence for personal reasons may be requested in 6 month increments and must be approved by the appropriate supervisor, college president/vice chancellor with concurrence of the Vice Chancellor of Human Resources.  If known in advance, an employee may request a Personal Leave longer than 6 months with approval from the supervisor, college president/vice chancellor with concurrence from the Vice Chancellor of Human Resources.

Either vacation time or grandfather vacation time may be used, sick time may not be substituted. Accrual of sick time and vacation time will continue while the employee remains in a paid status but will cease when the employee enters into an unpaid status.  If the employee elects to take the leave paid or unpaid, once this designation is selected, it cannot be changed after the leave has commenced.

An employee who is granted an Absence for Personal Reasons will return to the position which he/she held, prior to the commencement of the leave.  Failure to return from an approved personal leave will result in automatic termination.

Benefit Coverage during a leave:

The District will continue to pay the flexible benefits for the insurance selected by the employee, as of the initial leave of absence date, for the first 24 weeks in a 12-month period which may include FMLA time. After the initial 24 weeks, the employee is responsible for the payment of his/her insurance premiums during the approved leave.

COBRA continuation eligibility for employees on a personal leave of absence will begin on the fourth month of their leave of absence. (This excludes intermittent leave.) Flex credits will continue to be provided for the length of time as stipulated in the policy manuals when COBRA continuation coverage is implemented.

After the exhaustion of District paid flex credits, an employee may continue their COBRA eligible coverage for the remainder of their COBRA continuation period as designated by federal law. The employee is responsible for the premium payment plus a 2% administration fee while continuing coverage through COBRA.  Non-COBRA eligible benefits will be terminated after the exhaustion of the District paid Flex Credits. The Employee should contact their Benefit Specialist should they wish to continue payments at that time.

Last Modified: October 24, 2007

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