Human Resources

Paid Holidays:

Clackamas Community College has ten paid holidays during the fiscal year. Observation of these holidays will be determined by the academic calendar.

Compassionate Leave (Death in family):

Up to 3 days leave allowed for each occurrence in the event of death family in the employee to make household adjustments and/or attend funeral services.

Jury Duty:

All employees called for jury duty or subpoenaed as witnesses to a College-related activity shall suffer no loss of pay except any pay for such duty will be endorsed to the College. Any payment for reimbursement of expenses shall be deposited with the cashiers at Roger Rook.
Employees appearing in court on their own behalf or subpoenaed as witnesses for other than a College-related activities will have to file either vacation or personal business leaves of absence.

Military Leave:

Is granted to permanent full-time employees for temporary active duty as required by federal and state law. Employees required to attend summer encampment as members of the Armed Forces Reserves or the National Guard will be granted a military leave of absence with pay for a period not to exceed fifteen consecutive calendar days in any calendar year. Training year is defined according to the federal fiscal year beginning October 1 and ending September 30. Requests for military leave should be made well in advance to allow supervisors time to schedule workloads properly. A copy of military orders assigning leave must accompany requests for military leave.
"Service" means the performance of such military duty on a commission or non-commission status, and on a voluntary or involuntary basis, in a uniformed service.

Parental Leave:

Temporary disability resulting from pregnancy or a complication resulting from pregnancy during employed status shall be treated no differently than any other temporary disability that would be covered by the college sick leave policy.

Parental Leave-without-pay for a reasonable period, not to exceed six months shall be granted by the college at the request of the employee. Complications affecting return to work shall be considered for extension of the leave of absence for an additional period not to exceed six (6) months.

Upon return from parental leave, the employee shall have the right to return to the same position held before going on parental leave, or to an equivalent position for which that employee is qualified.

Family Medical Leave
Federal (FMLA):

The Family Medical Leave Act of 1993 (FMLA) requires companies to provide employees who have worked 1,250 hours for an employer during the previous 12-month period (an average of 25 hours per week) with up to twelve weeks of unpaid, job protected leave.

Employer may require that the employee give up to 30 days written notice, including an explanation of the need for leave.  Employees are require to give foreseeable leaves in cases of birth, adoption or planned medical treatment. (FMLA Request Form)

Reasons for taking the leave:

• The birth of a son or daughter and to care for the newborn child.
• For placement with the employee of a son or daughter for adoption or foster care.
• To care for the employee’s spouse, son, daughter or parent with a serious health condition.
• For the serious health condition of the employee that makes the employee unable to perform the functions of his or her job
• A covered family member’s active duty or call to active duty in the Armed Forces.
• To care for an injured or ill service member.

 Federal vs. Oregon Leave Request Laws  

State (OFLA):

To be eligible for OFLA, an employee must have worked for a covered employer for at least 180 calendar days immediately preceding date of the leave.  Employees must also have worked an average of 25 hours or more per week during the 180 calendar days immediately preceding he date OFLA leave begins. To take leave for the birth, adoption or placement of a child, the 25-hour average is not required.

Reasons for taking the leave:

• The birth of a son or daughter and to care for the newborn child.
• For placement with the employee of a son or daughter for adoption or foster care.
• To care for the employee’s spouse, parent, child, parent in-law, grandparent, grandchild or same gender domestic partner with a serious health condition.
• For the serious health condition of the employee that makes the employee unable to perform the functions of his or her job
• A covered family member’s active duty or call to active duty in the Armed Forces.
• To care for an injured or ill service member.
  
  OFLA Poster