FOREWORD - Wentworth Institute of Technology

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WIT Employee HandbookSection V: Holidays, Leaves and VacationsV C. LEAVE OF ABSENCE PROVISIONSIndividuals taking any of the following leaves of absence are advised toconsult the Human Resources Office concerning detailed arrangements forfringe benefits. It is the responsibility of both the employee and his/hersupervisor/Department Head to notify the Human Resources Office when a memberof their department is absent for any of the following reasons:1. BEREAVEMENT LEAVEPaid absence for the death of a family member is permitted up to a maximum of five(5) working days. Family members are defined as: spouse, child, parent,grandparent, brother, sister or other person living in the household of the employee.Family members of the employee's spouse are included.The employee is expected to notify his/her Department Head as soon as reasonablypossible of the amount of bereavement leave needed and the employee'srelationship to the deceased.2. JURY DUTYIf an employee receives a summons for jury duty, he/she should notify theDepartment Head as soon as possible. The Department Head or supervisor willnotify Human Resources. Wentworth will pay the difference between the jury servicepay and the employee's regular pay. A court receipt is required for payment fromWentworth.3. MILITARY LEAVEa. DefinitionMilitary Leave is an authorized absence from work which enables employees to fulfillmilitary obligations as members of the United States Armed Forces (including theNational or State Guard) in accordance with the provisions of applicable federal andstate laws.b. EligibilityAll regular full-time employees and regular part-time employees who must fulfillmilitary obligations in the United States Armed Forces are eligible upon hire forMilitary Leave.Notice: Unless prevented by military necessity or some other exigentcircumstances, employees must give Wentworth advance notice of any MilitaryLeave. When possible, this notice should include expected dates of departure andreturn.March 200964
WIT Employee HandbookSection V: Holidays, Leaves and Vacationsc. Length of LeaveThe length of a Military Leave is determined by the employee's military obligation.Military Leave will be granted for the period of time required under the provisions ofapplicable federal and state laws. This includes military reserve unit obligations of upto fifteen (15) calendar days in any one year.d. CompensationEligible employees will be paid the difference between their regular pay and theamount of military pay received from the government (exclusive of allowances) for amaximum of ten (10) workdays in a calendar year. Employees are not eligible forpayment if their military pay exceeds their regular pay for the number of workdaysinvolved in the leave.Employees who are required to take more than eleven (11) workdays in a calendaryear to fulfill their military obligations may charge the additional time off to accruedvacation leave, available personal days, available compensatory time off, or anunpaid leave of absence. In such cases, employees are subject to the provisions ofthe individual policy statements to which the time is charged. Employees onapproved absences to fulfill military obligations maintain their regular benefitsprovided that the absence is not taken as an unpaid leave of absence for personalreasons.e. Call to Active DutyUnder the Uniformed Services Employment and Reemployment Act of 1994, MilitaryService Members who have been called to active duty have these rights.• Employees may not be discharged, discriminated against or denied anyseniority-based benefits as a result of a call to duty. They cannot bedischarged without cause within 12 months of reemployment if their militaryservice was more than 180 days; if their military service was more than 30days but less than 181 days, then they cannot be discharged without causewithin 18 months of reemployment.• Employees on Military Leave may elect to continue their medical and dentalcoverage under COBRA. Coverage is reinstated upon return from duty towork.• Military Service Members who have missed less than five (5) years ofemployment due to military service, may be entitled to reemployment if theyreapply for their jobs within 90 days of their release from active duty. MilitaryService Members will be returned to their pre-mobilization jobs or similarpositions unless they are no longer qualified for the position or Wentworth’scircumstances have changed so much that it is impossible or unreasonable todo so.• They will also be granted certain advancements and other seniority-basedbenefits that they would have attained through uninterrupted employment atWentworth.March 200965
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FOREWORD - Wentworth Institute of Technology

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