In some cases, the following programs are summarized. For program details and eligibility information, consult the B.S.U. Benefits Handbook or the benefits website:  www.bsu.edu/web/cbs.

 4.1 Absences with Pay

4.1.2 Court Duty
           If an employee is summoned for jury duty or subpoenaed as a court witness during the employee's regularly scheduled working hours, time off will be granted upon presentation to the supervisor of a copy or other evidence of the subpoena prior to such duty. Also, the employee must submit a copy or other evidence of the subpoena to the Office of Payroll and Employee Benefits.  The employee will be allowed time off with pay for required jury duty or when subpoenaed to testify in a court case except when the employee is a party to such action.
           A third-shift employee shall not be required to work his or her scheduled shift immediately prior to the first morning of jury duty.  If a third shift employee is released by the court by 5:00 p.m. and is not scheduled for jury duty the following day, he or she shall be required to work his or her scheduled shift that night.  If released after 5:00 p.m., he or she shall not be required to work his or her scheduled shift that night.
           A court appearance of a personal nature must be taken as time off without pay or as paid vacation if scheduled in advance with the supervisor.

4.1.3 Funeral Leave
          Funeral leave may be taken in the event of the death of an employee's immediate family or household: husband, wife, father, mother, son, daughter, grandfather, grandmother, grandchild, brother, sister, father-in-law, mother-in-law, daughter-in-law, son-in-law, stepfather, stepmother, stepson, and stepdaughter.  Funeral leave is also extended to qualified same-sex domestic partners if they meet certain requirements as defined in the Board Report dated July 18, 2003.
         The distance of funeral services from Muncie determines the period of leave as follows:        
                        3 workdays - within a 150-mile radius of Muncie
                        4 workdays - between 150- to 300-mile radius of Muncie
                        5 workdays - beyond a 300-mile radius of Muncie
                        7 workdays - outside of North America.
(The additional days for travel are granted only when the employee travels to the services.)
       Funeral leave may also be taken in the event of the death of a Staff Personnel member's other relative: brother-in-law, sister-in-law, stepmother-in-law, stepfather-in-law, uncle, aunt, nephew, and niece.  Paid leave is limited to 1 workday. 

        With the exceptions as noted, the following rule applies:

        If an employee is on a paid or unpaid leave at the time of the death of a family member (as defined within the funeral leave policy), funeral leave is not available to that employee. 

        Exception One:  If an employee has taken an Emergency Leave, a non-intermittent Family and Medical Leave, or Sick Leave (limit of five days per fiscal year) to care for a qualified family member, that leave terminates upon the death of the qualified family member and funeral leave would be available.
        Exception Two:  The employee is on an intermittent Family and Medical Leave. 

Time off with pay may be granted to attend the funeral of a fellow employee.  Such time off must be approved by the department head and University Human Resource Services and will be limited to the employees in the same work unit as the deceased employee.  The interpretation of work unit will be the responsibility of the department head. 

4.1.4 Holidays
            The following holidays are recognized as university holidays: New Year's Day, Martin Luther King, Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day following Thanksgiving Day, Christmas Day, and one additional holiday to be celebrated on a day declared by the President of the university.  An employee will be entitled to pay for the aforementioned holidays provided the employee is in an uninterrupted pay status the last scheduled workday preceding the holiday and the first scheduled workday following the holiday.  To meet eligibility requirements, paid time off must be applied consecutively and immediately following the last day worked.
            If an employee terminates employment, no pay will be received for holidays occurring after the last day worked even though the holidays fall within the period of the employee's projected terminal vacation leave (if any).
           On the last university workday preceding Christmas Day and New Year's Day, workdays for regular, full-time employees are normally reduced by two hours.               

4.1.5 Maternity Leave
            Maternity Leave is leave taken at the time determined by an employee and her physician to be when she is unable to work due to pregnancy, childbirth, and related conditions.  It is treated the same as any other sick leave.  Vacation days earned and available for use may be taken contiguous to paid sick leave days. A Maternity Leave will be counted against any leave entitlement required under the Family and Medical Leave Act. 

4.1.6 Paid Sick Leave
            The university sick leave policy is intended to encourage the accumulation of sick leave to cover extended illness.  It is recognized that employees may become ill or injured, and, therefore, unable to perform their assigned duties.  Accumulated sick leave should not be considered as earned time off with pay and may not be granted in this manner.  Abuse of the privilege may be deemed justification for discharge of the employee.
            It is urged that all employees be impressed with the value of accumulating a balance of up to 90 paid sick leave days to cover potential periods of extended illness or injury.  An employee needs approximately 65 days of accumulated sick leave to cover the 60-calendar day waiting period plus 30 calendar days for processing time before receiving a check for long-term disability benefits under the university's salary continuance program.  Additional processing time may be needed by the salary continuance insurance company for certain health care situations.
           Paid sick leave is accrued beginning on the employee's effective date of employment; but for a new employee, it is not available for use until the beginning of the calendar month following satisfactory completion of the probationary period. Paid sick leave may be accumulated up to a maximum balance of 90 workdays. Paid sick leave must be used in half-day or full-day increments.  For accrual rates, see the B.S.U. Benefits Handbook or the benefits website:  www.bsu.edu/web/cbs.
            Paid sick leave applies only if the employee is actively employed at the time of illness or injury.  Paid sick leave is to be used only for the illness or injury of the employee, including maternity-related conditions,  or for the care of a family member during an illness or injury of that family member.  The total paid sick leave used for the care of a family member shall not exceed 5 days in any fiscal year. 
            If absent from work because of illness or injury, an employee must notify his or her supervisor according to departmental regulations for reporting absences.  Failure to notify his or her supervisor within the departmental prescribed time may result in disapproval of sick leave benefits and/or disciplinary action up to and including discharge.  If there is no specific departmental regulation, the employee is required to notify his or her supervisor no later than 30 minutes after the beginning of the workshift.
            The university may require for any sick leave, and particularly sick leave requested on the day before or after a paid holiday or vacation period, a medical statement from a health care provider confirming the illness of the employee before granting sick leave benefits. At its sole discretion, the university reserves the right to assign the unused sick leave balance or any portion thereof toward time taken off which would otherwise qualify for sick leave. Whenever an employee is on sick leave, including sick leave for maternity- related conditions, the employee may be required to submit to the university periodic statements from the employee's health care provider. Failure to provide requested evidence may result in disapproval of sick leave benefits and/or disciplinary action up to and including discharge.
             Sick leave payments will cease whenever an employee enters a layoff status.           

4.1.7 Vacation
            Vacation is accrued beginning on the employee's effective date of employment; but for a new employee, it is not available for use until the beginning of the calendar month following satisfactory completion of the probationary period.  Vacation to be accrued for a fiscal year will be made available for use on July 1 of that fiscal year and may be used any time during the next 14 months subject only to approval of the employee's supervisor.  Any vacation not taken in the allotted time period is lost; no cash equivalent will be paid.
            For accrual rates, see the B.S.U. Benefits Handbook or the benefits website:  www.bsu.edu/web/cbs. If employment terminates prior to the end of the fiscal year, the employee will be paid for unused vacation to which the employee is entitled. Regardless of accrual rate, vacation is not accrued following a resignation date.
            Vacation available for use will be reported on a "Vacation and Sick Leave Balance" report that will indicate the dates by which accrued vacation must be taken.  This report is sent every 6 months by the Office of Payroll and Employee Benefits.
            Holidays recognized by the university are not counted as a part of vacation.
            Vacations are to be scheduled in advance and at a time agreeable to the supervisor and in accordance with the needs of the department.  Vacation is to be used in half-day or full-day units only. At its sole discretion, the university reserves the right to assign an employee's available vacation balance toward time off.