Human Resources Policy Manual

<<  Section 13: Absences  >>

  1. General Policies
  2. Excused Absences
  3. Unexcused Absences

  1. General Policies

    1. A staff member is responsible for keeping the supervisor informed of all absences. Notice should be provided in accordance with departmental procedures.

    2. Limited-time, temporary and casual staff members receive no pay for absences.


  2. Excused Absences

    1. Funeral Attendance
      1. A full-time or part-time regular staff member is allowed up to three days absence with pay for necessary attendance to funeral matters for death in the immediate family. Immediate family is defined as parent, step-parent, child, step-child, sibling, spouse, same sex domestic partner, parent-in-law, son-in-law, daughter-in-law, grandparent, grandchild, legal guardian, or other relative for whom they are directly responsible.

      2. In the event of the death of other relatives, absence with pay may be granted up to one day for funeral attendance.

      3. Time off with pay may be granted at the supervisor's discretion for a staff member to attend the funeral service of other associates or close friends.

      4. Time taken in excess of these allowances may be granted without pay or charged to vacation or floating holiday if available.

    2. Jury Duty

      1. Full-time or part-time regular staff members selected for jury duty are granted time off without loss of pay.

      2. Staff members are permitted to retain their jury duty compensation to defray expenses. They are expected to report to work on any day or portion of a day that they are excused from jury duty.

    3. Voting

      1. Staff members are allowed up to 2 hours with pay to vote, if they do not have two hours continuous off duty time while the polls are open.

    4. Religious Observances

      1. The University makes every reasonable effort to accommodate individual religious observances. Supervisors may grant time off with pay to full-time and part-time staff members to observe religious obligations that may occur during normal working hours, provided the lost time is made up within the same pay period or charged to vacation or floating holiday if available.

    5. Personal Business

      1. At the discretion of the supervisor, full-time staff members may have reasonable time off with pay for non-medical professional appointments or other personal business that cannot be arranged during non-working hours, provided the lost time is made up within the same pay period. Otherwise, non-exempt staff will have the absence charged to accrued vacation or have their salaries reduced accordingly. Exempt staff who have no accrued leave will not have their salaries reduced unless the absence is one day or more. Part-time, limited-time, temporary and casual staff members are expected to schedule all such appointments during non-working hours.

    6. Education

      1. While staff members are encouraged to continue their educations, the process of education should neither detract from nor interfere with the staff members' performance on the job. Staff members who want to take courses during normal working hours must have their department heads' approval.

    7. Leave for Deployment or Return of Family Members in the Armed Forces

      1. a. Eligibility for Leave

      2. Full-time and part-time staff members who have worked for the Johns Hopkins University for the 12 months prior to the leave and who have worked at least 1,250 hours during the last 12 months are eligible for the leave.

      3. b. Definition

      4. Immediate Family Member means a spouse, parent, stepparent, child, stepchild, or sibling of the staff member.

      5. c. Leave

      6. 1. A staff member may take leave from work on the day that an immediate family member is leaving for, or returning from, active duty outside the United States as a member of the Armed Forces of the United States.

      7. 2. The staff member cannot be required to use sick or vacation leave.

      8. d. Documentation

      9. The staff member requesting leave may be required to submit proof verifying the leave is being taken for the authorized purpose.


  3. Unexcused Absences

    1. A staff member may not be absent for any reason without informing the supervisor. Absences that have not been approved by the supervisor will be charged as leave without pay.

    2. A staff member who is absent for three consecutive days without contacting the supervisor is subject to discharge for abandonment of the position. A review of the circumstances by Human Resources may result in reinstatement of the staff member.

    3. Habitual absenteeism and tardiness will be handled in accordance with the University's progressive counseling procedure.