Funeral Leave, Parental Leave, Jury-Witness Leave, and Military Leave

Funeral Leave
Upon the death of an employee's immediate family member, the employee may receive up to five days off with pay.  An immediate family member is defined as spouse, registered domestic partner, parent (including step-parent), child (biological or legally adopted child or stepchild), brother, sister, legal guardian, grandparent, grandchild, or parent or sibling of the employee's spouse or domestic partner.  

Compensation is prorated for part-time employees according to the number of hours or days normally scheduled to be worked. Annual leave (staff), personal leave (Clerc Center teachers), or leave without pay may be requested for others not covered by this policy.

In Time & Labor, Funeral Leave should be applied to the employee’s timesheet.  For more information, please refer to A&O Policy 4.13: Funeral Leave.


Parental Leave
Both biological and adoptive parents are allowed up to a total of three weeks paid parental leave following the birth or adoption of a child(ren). Leave time should be requested and scheduled with the immediate supervisor and must be taken within 12 months following the birth or adoption. Parental leave is not intended to allow a parent to care for a sick child.

In Time & Labor, Parental Leave should be applied to the employee’s timesheet.  Parental leave should be taken in one-week increments.  For more information, please refer to A&O Policy 4.14: Parental Leave.


Jury-Witness Leave
If an employee is summoned for jury duty, the University pays the difference between the employee’s regular base salary for those days and hours normally scheduled to be worked and the sum received for such services, if any.  The employee must present the jury duty or court witness summons to his/her supervisor as soon as notification is received.

If an employee is released from jury duty or witness service for any period during normally scheduled working hours, the employee should report for work, provided that reporting for work does not interfere with the performance of the responsibilities assigned by the court.

While on jury duty or witness leave, the employee continues to be paid for the number of hours/days normally scheduled to be worked. 

Upon return to work status, the employee must provide the supervisor and the Payroll Supervisor with a statement from the Clerk of the Court or other responsible court official giving the dates the employee served and the amount of compensation received for those services. The employee retains the compensation received from the court, if any, and the amount is deducted from the employee's next pay. The amount deducted does not include any money received from the court for mileage or meals.  

The employee has the option to provide Gallaudet University with the total compensation received from the court.  The employee will continue to receive the regular biweekly pay with no deduction.  It is important to ensure the supervisor and Payroll Supervisor are aware of this preference.

In Time & Labor, Jury Duty should be applied to the days the employee is on jury duty.  Employees on paid jury/witness leave continue to accrue leave in the usual manner.  For more information, please visit A&O Policy 4.15: Jury-Witness Leave.


Military Leave
If the employee is a reserve in Armed Forces of the United States, the University will pay the difference between the employee’s base salary and the amount received from duty for a maximum 15 days for any routine period of active duty.  If more than 15 days is required for training or time needed for other purposes related to reserve membership, the employee may take annual leave (staff) or personal leave (Clerc Center teachers) and/or leave without pay.

If a regular status employee is ordered to active military duty for a national or international emergency, the University pays the difference between the employee's regular base salary and the amount received for duty services for a maximum of one year. Any additional time may be taken as annual leave (staff), personal leave (Clerc Center teachers), and/or leave without pay. Extended temporary employees and employees paid by a grant are eligible for compensation during the term of their appointment only.

To request Military Leave, the employee must provide the supervisor with a copy of the military order.  The military order must be attached to the Personnel Action Form (PAF).

Under Time & Labor, Administrative Leave should be applied to the timesheet while the employee is on military leave.  For more information on Military Leave, please refer to A&O Policy 4.16: Military Leave.

 

Gallaudet

800 Florida Avenue NE
Washington, DC 20002

Gallaudet

800 Florida Avenue NE
Washington, DC 20002