Other Time Off
Other Time Off
Because DePauw University employees are members of the civic community, they must from time-to-time exercise certain responsibilities to that community. In recognition of these obligations, the University will grant time off for the following:
Jury Duty: When employees are selected for jury duty, they will continue to receive full pay from the University based upon their normal work schedule and normal hours per day up to a maximum of five (5) consecutive days. If employees are required to be absent from their job for a period longer than five consecutive days, pay from the University will be reduced by the amount received for jury duty up to twenty (20) additional workdays. Employees should present proof of jury attendance to their supervisor.
Voting: Because of the period of time the polls are open, most employees will be able to fulfill this obligation outside of their normal work schedule. However, if employees are unable to reach a polling place before or after their normal work hours, every effort will be made to allow employees the time necessary to vote and such time off will be given with pay when employees properly request time off through their supervisor. Voting pay will not exceed two (2) hours.
Military Leave: Military leaves of absence and re-employment rights of employees who serve in the armed forces of the United States will be determined on the basis of applicable Federal Laws. The University cannot require employees to use vacation time to cover their absence but employees may choose to use vacation time if they wish.
Civic Duty: Employees who are emergency responders (volunteer firefighters or volunteer emergency medical service personnel) may be eligible for leave in order to respond to emergencies (“emergency response leave”). They may also be eligible for leave (up to six months from the date of injury) to recover from an injury resulting from their service relating to the emergency. Employees seeking eligibility to take emergency response leave must notify the Director of Human Resources in advance that they are a member of a volunteer fire department or emergency medical service. In the event that the University believes the employee is an essential employee, the University has the option to reject the employee’s notification, after which the employee must promptly notify the commander or other officer in charge of the fire or EMS department of the University’s rejection.
If the need to respond to an emergency arises before the start of the eligible employee’s shift, the employee should notify his or her supervisor of the need for emergency response leave prior to the beginning of the shift. If it arises during the employee’s shift, the employee must secure authorization from his/her supervisor before leaving work. The University may ask the employee for a written statement from the fire chief or other officer in charge of the volunteer fire department or emergency medical services association at the time of the absence or injury indicating that the employee was engaged in emergency firefighting or emergency activity at the time of the absence or injury, or, if leave is needed to recover from an injury, for documentation from a physician or other medical authority verifying that the injury occurred during an emergency response and that the absence was necessary for treatment.
If an eligible employee takes emergency response leave from work, the time off will be paid up to the equivalent of two (2) normal workdays per calendar year. If any additional emergency response leave is taken, the time off will be unpaid for nonexempt employees; exempt employees will continue to receive their salary for a partial week’s absence and will receive unpaid leave if absent for a full week(s)).
K-12 School Leave: The University will provide employees with time off to attend one in-person “attendance conference” or “case conference committee meeting” per calendar year at their child’s school with respect to their child. The excused absence will include time reasonably necessary to travel to and from the school and time of attendance. Employees utilizing this time off must notify their supervisor of the meeting/conference at least five (5) calendar days in advance of the meeting/conference. Additionally, employees utilizing this time off must present their supervisor with a written notice or note from the school documenting the meeting/conference, including the date and time that the purpose was either relating to attendance or a case conference committee meeting. The time off will be unpaid except to the extent that federal/state wage law prohibits deducting pay from a salaried exempt employee.