2.13     LEAVES

2.13.1              SICK LEAVE AND MATERNITY LEAVE

In the case of serious or extended illness, special arrangements will be worked out among the
individual faculty member concerned, the department chair and the Dean of the College (see
Section 2.8.4).  These arrangements will apply to maternity leave.  Federal law requires that
maternity be treated as an illness.  Such leave will be granted in compliance with the Family and
Medical Leave Act of 1993 as it applies to an employee's own serious health condition.

2.13.2              MILITARY LEAVE

Extended military leaves of absence during national emergency will be granted, with
subsequent reinstatement guaranteed under existing federal laws.  Members of a military
reserve unit subject to annual training will be granted the necessary time off.  Upon presentation
of military pay vouchers, the College will pay the difference between military service pay and
College pay, if the latter is greater.  While in military service employees accrue longevity.

2.13.3              PATERNITY/ADOPTION/FAMILY LEAVE

Unpaid leave will be granted in accordance with the Family and Medical Leave Act of 1993.

Employees are entitled to up to twelve weeks of unpaid leave for the birth or adoption of a child
or placement of a foster child.  Unpaid leave may also be granted to care for a spouse, child or
parent with a serious health condition.  Further details are available from the Department Chair,
the Dean's Office, or the Human Resources Office.

2.13.4              COVERAGE CONTINUATION DURING LEAVES OF ABSENCE

With regard to unpaid leaves of absence granted in accordance with the Family and Medical
Leave Act of 1993, the College will pay all insurance premiums normally paid by the College for
a period not to exceed twelve weeks.  With regard to unpaid leaves of absence which do not fall s
within the guidelines of the FMLA, the College will pay all insurance premiums normally paid by
the College for a period of six weeks from the employee's last day of paid service.  Should the
employee remain on leave longer than the twelve or six-week period, the employee may
continue as a member of the plans (in accordance with individual plan provisions) by paying
monthly premiums to the College in advance.