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General Description
Policy Provisions
Performance Evaluation
Subject Experts
Other Types of Leaves

Document Number: HR--122 Revision #: 1.0
Document Owner: Executive VP Date Last Updated: 08/17/2012
Primary Author: Director of Human Resources Status: Approved
Date Originally Created: 01/12/2012

General Description

Information about other types of leave relative to HR policy.


Delineation of policy.


All faculty, staff, and administrators

Responsibility: Human Resources

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Relevant Knowledge: In order to comply with this policy you should know:
Current University policy

Terms and Definitions: Additional training

Corrective Action

Loss of privilege, general

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Policy Provisions

Other Types of Leave

The following section describes a number of leaves, including administrative leave, time off for jury duty, and military leave.



Administrative Leave

Administrative leave is a general leave status, paid or unpaid, for a variety of reasons at the discretion of management.


A faculty or staff member may be placed on administrative leave due to one of the following:

1. Possible exposure to a contagious disease in the workplace,

2. Work area must be closed for repairs,

3. Internal review or investigation, or

4. Investigation of an external event such as a criminal arrest.



Jury Duty/Testifying in a Court Case

Cumberland University recognizes the employee's civic responsibility, when subpoenaed, to serve on a jury or to testify as a witness.


By state law and Cumberland University policy, while serving as a juror in any court of the United States or Tennessee for more than three hours any given day, an employee receives his/her regular pay, less any amount received by the employee in payment for his/her service. An employee receiving a jury summons must show the summons to his/her immediate supervisor the day after its receipt.


If an employee is subpoenaed or otherwise required to appear as a witness or a party in a case related to employment at Cumberland University, the University will compensate the full-time employee while away from work.


If an employee is subpoenaed as a party or a witness in a case unrelated to employment at Cumberland University, or in which he/she is an adverse party to the University, the University will give time off from work, but will not compensate for the time missed. Eligible employees may use accrued vacation leave days.


If a jury obligation is less than three (3) hours in a day, the employee will be expected to report for the rest of the work shift.



Military Leave

Cumberland University respects the decision to serve and protect our country. If a full-time employee, faculty or staff, leaves his/her position in order to enter active duty in the Armed Forces, voluntary or involuntary, he/she is entitled to return to his/her civilian job after discharge or release from active duty, as long as he/she meets the basic eligibility criteria of the Veterans' Reemployment Rights (VRR) Act.


An employee performing military service will not earn holiday pay, accrue vacation and/or sick leave days, receive retirement contributions, or be covered under the health care or life insurance benefit programs. The Tuition Remission Waiver will not be available during military leave. In addition, individuals in the reserve military may use vacation time for their "active duty“ time when it results in an absence from service to Cumberland University.



Sabbatical Leaves

An application for a paid sabbatical leave for one semester may be made, in writing, by any nine or twelve month appointed faculty member.  The granting of any such paid leave depends upon the merits of the request and budgetary considerations.  The member utilizing this leave of absence must engage in an educational activity such as study, research, writing, or travel for professional development.  The remuneration during such leave shall be based on the salary being paid for the period immediately preceding the leave and shall be at the rate of not more than half pay for the period of the leave.  Fringe benefits, including major medical insurance, retirement, etc., will continue during the sabbatical leave period.


All applications for a sabbatical leave must include the reason for the sabbatical request, the dates involved, the benefits to the faculty member and the benefits to the University.  The written request must be presented to the Vice President for Academic Affairs on or before February 1 prior to the semester/year for which the leave is requested to begin.  The Sabbatical Review Panel, which consists of the President of Faculty Senate and three faculty members appointed by him/her, will help review and prioritize the requests for sabbatical leave, submitting their report to the Vice President for Academic Affairs.  The Vice President for Academic Affairs shall make a recommendation to the President, who grants all sabbatical leaves.


A faculty member who receives a sabbatical leave with pay must agree to serve at least two (2) full academic years upon his/her return.  A faculty member who does not return, or remains less than two (2) full academic years upon return, must repay the leave sums granted including the University’s contributions toward fringe benefits; a faculty member who returns for only one (1) full year and less than two (2) full years must repay one half of the sums granted, including fringe benefits.  No employment outside the University inconsistent with the goals of the sabbatical will be permitted during the sabbatical leave period.  A sabbatical leave of absence shall be considered continuous service at Cumberland University and shall not interfere with any general increases in salary or opportunities for a promotion after returning to the University.



Absence from Class

A faculty member planning an absence from class should discuss this matter with the School Dean and file any appropriate documentation for the absence.  Arrangements should be made at least a week ahead of the anticipated absence, except in the case with leaves with specific notification timelines.  In the event an emergency arises and a faculty member cannot teach his/her class, he/she should call the School Dean’s office so that proper arrangement can be made for the class.

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Performance Evaluation
Performance Metrics: Compliance with standard policy and procedure

Consequences: Further training
Loss of privileges

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Subject Experts
The following may be consulted for additional information.
Director of Human Resources

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