Other Leaves of Absence

• Time off for the death of an immediate family member. Please refer to your collective bargaining agreement for details if applicable.

Civil Duty includes Jury Duty, Trial Witness, and other subpoenaed Civil Duties.

Regular Employees

In accordance with Education Code Section 87035, an employee may be absent from duty, without loss of salary, in order to appear as a witness in a court other than as a litigant, to serve on a jury, or to respond to an official order from another governmental jurisdiction for reasons not brought about through the connivance or misconduct of the employee. A copy of any official order to appear must be submitted to verify the absence.  

Short-Term, Professional Experts, Substitute Employees (AP 7352)

Short-term Hourly, Substitute, and Professional Expert employees (excluding student workers) shall be eligible to remain in paid status for a maximum of ten (10) scheduled work days within a twelve (12) consecutive month period by following the criteria below: 

1.  The employee was previously scheduled to work on the date(s) jury duty service was rendered.
2.  The jury duty service was rendered a minimum of 30 days from the commencement of employment.
3.  The employee provides their manager with written proof of attendance issued by the court for which jury duty service has been rendered.

The employee’s manager shall be responsible for ensuring the above criteria has been met prior to approving payment for jury duty leave. Managers shall provide proof of attendance to Payroll by the 1st working day of the following month jury service was performed. Compensation for jury duty leave will be paid at the regular rate of pay for the scheduled number of hours the employee otherwise would have worked while performing jury duty service.  

It is the responsibility of every employee compensated for jury duty leave to sign over any juror’s fee received, excluding mileage, to the District. 

Per Labor Code 230.8, An employee who is a parent of one or more children of the age to attend kindergarten or grades 1 to 12, or a licensed child care provider, for taking off up to 40 hours each year, for the purpose of either of the following child-related activities:

1. To find, enroll, or re-enroll their child in a school or with a licensed child care provider, or to participate in activities of the school or licensed child care provider of his or her child, if the employee, prior to taking the time off, gives reasonable notice to their manager. Time off  shall not exceed eight hours in any calendar month of the year.
2. To address a child care provider or school emergency, if the employee gives notice to their manager.

 

The employee shall utilize their own existing leave balances for purposes of the planned absence or in accordance with the employee's collective bargaining agreement, if applicable. 

The employee, if requested, shall provide documentation from the school or licensed child care provider as proof that they engaged in the child-related activities identified above on a specific date and at a particular time.

"Child care provider or school emergency” means that an employee’s child cannot remain in a school or with a child care provider due to one of the following:

1. The school or child care provider has requested that the child be picked up, or has an attendance policy, excluding planned holidays, that prohibits the child from attending or requires the child to be picked up from the school or child care provider.
2. Behavioral or discipline problems.
3. Closure or unexpected unavailability of the school or child care provider, excluding planned holidays.
4. A natural disaster, including, but not limited to, fire, earthquake, or flood.

Employees are eligible for paid time off for the purpose of voting in a state wide election only if they do not have sufficient time outside of working hours to vote. The intent of the law is to provide an opportunity for workers to vote who would not be able to do so because of their jobs.

Employees can be given as much time as they need in order to vote, but only a maximum of two hours is paid. Mt. SAC requires employees to give three (3) working days advance notice to their manager that they will need additional time off for voting.

An employee's time off for voting can be only at the beginning or end of their regular work shift, whichever allows the most free time for voting and the least time off from their regular working shift.