7.5 Sick Pay and Medical Leave
7.5.1 Temporary Illness
A faculty member too ill to meet classes should inform the department chair, who may make alternate arrangements for classes or authorize their cancellation.
7.5.2 Family and Medical Leave Act
The Family and Medical Leave Act of 1993 (FMLA) requires covered employers to provide up to twelve (12) weeks unpaid leave to eligible employees for certain family and medical reasons. Employees are entitled to request up to a total of twelve (12) weeks of family and medical leave during the twelve (12) month period measured forward from the date the employee's first family or medical leave begins.
Family or medical leave will be granted to an eligible employee (0.5 FTE or greater) for one or more of the following reasons:
- to care for the employee's child after birth;
- placement of a child for adoption or foster care;
- to care for the employee's spouse, child, or parent who has a serious health condition; or
- for a serious health condition that makes an employee unable to perform his/her job.
See Human Resources for more details on the FMLA.
The College will continue to pay the premiums for the group health, life and dental insurance benefits for the duration of the family care leave, not to exceed 12 weeks. During this time, the employee must continue to make all premium co-payments required under the insurance plan. If the employee elects not to return to work for reasons other than a continuation, recurrence, or onset of a serious health condition, the employee will be responsible to reimburse the appropriate health care premium to Calvin.
After 12 weeks of absence, Calvin College cannot guarantee the employee's position will be available upon return.
7.5.3 Maternity Leave
A faculty member taking maternity leave may request up to 12 weeks leave as outlined in the Family and Medical Leave Act. Calvin designates as paid medical leave 6 of the 12 weeks of maternity leave.
Sections 7.1.5, 7.9.4, 3.3.4.10, and 3.7.1.2 of the Handbook for Teaching Faculty provide additional information regarding the calculation of an approved leave. Further summary of these policies and examples of implementation can be found in appendix E.
7.5.4 Long-Term Illnesses
See section 7.2.3 (Long-Term Disability Insurance)
