FACULTY HANDBOOK Leave Policies and Faculty Absence from Assigned Duties

Leave Policies and Faculty Absence from Assigned Duties

 

Leave Policies and Faculty Absence from Assigned Duties

C200: Sabbatical Leave

Policy

(Approved by Rector on 01.10.2019)

  1. The principle of sabbatical leave has been approved by the Faculty and the Board of Trustees of the University as a basic policy. Faculty who qualify have the right to apply for sabbatical leave. Its main purpose is to encourage professional growth and increased competence among faculty members by subsidizing significant research, creative work, or some other program of study that is judged to be of equivalent value.
  2. The plan provides several options of sabbatical leave for service in the University under certain conditions enumerated below. It is understood, however, that such leave will not be granted automatically upon the expiration of the necessary period of service. Rather, the faculty member shall present, as part of the application, evidence of recent sound research, creative activity, or other academic achievement, including publications, to support the program of work which is planned for the sabbatical period. Also, this program shall give reasonable promise of accomplishing the major purpose of the leave, cited in item (1) above. Sabbatical leave will not be granted to subsidize graduate work or work on advanced degrees.
  3. Sabbatical leaves will be approved only with the clear understanding that the faculty member will at the completion of the sabbatical return to the University for a period of service at least as long as the duration of the leave.
  4. One-semester leaves ordinarily shall be taken in Semester II when loads and enrollments are lighter.
  5. As a general rule, the regular faculty members of the department concerned will be expected to absorb the teaching load of the individual on leave, and the departmental chairperson (or the dean in non-departmentalized faculties) shall present with each recommendation for sabbatical a statement of the planning in this regard. A department may, for example, decide to alternate courses or to cancel certain offerings. Further, it is expected that the department shall prepare its program over a period of years so that essential courses need not be neglected because of the temporary absence of a member of the staff.
  6. To avoid adverse effects on the educational objectives of individual departments, the administration finds it necessary to place a practicable limit on the number of sabbatical leaves granted in any one department for any one semester or academic year (see footnote #1 below).

 

Sabbatical leaves will be granted according to the following criteria:

 

(a) Normally the number of concurrent sabbatical leaves in any one department* shall not exceed one-seventh (1/7) of the tenured members of the department (rounded to the next higher whole number) or one-tenth (1/10) of the budgeted FTE faculty members (rounded to the next higher whole number), whichever is larger.

(b) The number of concurrent sabbatical leaves in any department* may be held below the maximum permitted in paragraph 6(a) if in the judgment of the chairperson, dean, and Deputy Provost such restriction is necessary in order that the program of the department* not be adversely affected. The sabbatical leave request for any qualified faculty member may not be denied more than twice for this reason.

(c) The number of concurrent sabbatical leaves in any department* may exceed the normal maximum only if in the judgment of the Provost/Vice Rector for Health Sciences (VPHS) extraordinary circumstances warrant it.

(d) Recognizing that small departments* often are penalized by their inability to absorb the academic loads of faculty on leave, the administration will establish a mechanism to permit appointment of temporary or part-time faculty in departments* with seven (7) or fewer faculty FTE at such times as members of the departments* may be granted sabbatical leave.

 

  1. Other conditions having been fulfilled, it is general practice that requests for leave be considered on the basis of length of service.

 

  1. Approval of Application: Primary responsibility for determining the merit of a proposed program from the point of view of the validity of the program and the probable value of the program to the faculty member and to the University lies in the department and should be accomplished by a departmental committee. The departmental chairperson shall forward to the dean the departmental evaluation together with the chair’s recommendation and a statement as to how the teaching obligations of the department will be achieved in the event the proposal is approved. The dean with the advice of a faculty-wide faculty committee, shall then evaluate the proposal both on its merits and on its effect on the operation of the faculty. The dean shall then send the departmental and faculty recommendations to the Deputy Provost so that the original and one copy of the proposal together with all recommendations shall reach that office by February 1 for a leave commencing in Semester I of that year and by October 1 for a leave commencing in Semester II of the following year. The Provost/VPHS shall verify that the applicant is eligible for the proposed leave and that provisions of this Policy have been properly followed.

The Deputy Provost shall then forward all materials to the Provost/VPHS who shall in turn forward them to the Rector with an evaluation of the proposed leave from a university-wide point of view. The Rector makes the final decision.

  1. Appeal: If at any stage of the approval process, the applicant believes that his or her proposal has not been considered properly according to the provisions of this Policy, that matters of academic freedom are involved, that improper considerations have entered into a negative decision, or that other demonstrable conditions prevented a fair and impartial evaluation, he or she may appeal to the Committee on Academic Freedom and Tenure for a review of the matter. If the applicant succeeds in making a prima facie case in the opinion of the Committee at one of its meetings, a five-member panel shall be designated to conduct a formal hearing on the matter on the basis of the grounds enumerated above and following the provisions of Sections 6.2 of the Policy on Academic Freedom and Tenure. The panel shall deliver its findings together with its recommendation to the Provost/VPHS for forwarding to the Rector.
  2. Sabbatical leave is available under the following four options (see footnote #2 below) to any faculty member with tenure or to any faculty member in the last year of the probationary period for which a favorable decision has been reached with regard to tenure. Those options should be discussed with the departmental chairperson, and the application should indicate the option desired.

After any period of at least three years of full-time service at the Mesarya Technical University (MTU).

  1. One semester at 2/3 salary for that semester.
    After any period of at least six years of full-time service (or equivalent part-time service) at the Mesarya Technical University (MTU) without a sabbatical:
    2. One semester at no reduction in annual salary.
    3. One full academic year at 2/3 salary.
    4. Semester II of one year and Semester I of the following year, at 2/3 salary for each semester of leave.

 

  1. See item 2 under Statement of Policy Concerning Leaves without Pay for length of sabbatical or combination of sabbatical and leave without pay.

 

  1. Time toward each new sabbatical begins immediately after return to full-time service regardless of the semester of return.

 

  1. Sabbatical leave is counted toward retirement. While a person is on sabbatical leave, the University will continue to pay its share toward retirement, group insurance, and Social Security benefits.

 

  1. Upon returning to the University, every faculty member granted a sabbatical leave shall submit promptly to the Deputy Provost, with copies to department chairperson and dean, a full report of the research, creative work, publications, or other results of the period of leave. The report submitted to the Deputy Provost shall be deposited in the faculty member’s personnel file.

 

See the Faculty Contracts Sabbatical Leave Form.

*programs, faculties or non-departmentalized schools.

 

  1. In addition, those faculty members who receive all or part of their salaries directly from agencies outside the University will be granted sabbatical privilege with salary guaranteed only to the extent of MTU funding of the previous year, or 2/3 of that amount as appropriate; full funding is possible only when funds are available within the MTU budget.
  2. When a faculty member is employed on a continuing basis on a 12-month contract, sabbatical leave options can be translated from “semester” to “6-month period” and from “academic year” to “12-month period.” Faculty members on 12-month contracts may not accrue annual leave while on sabbatical leave.

C205: Annual Leave

  • Policy
  • This policy is under revision or is being developed. Current provisions for annual leave are located in Faculty Contracts, Section C50.

C210: Sick Leave

  • Policy
  • Approved by Rector on 01.10.2019
  • Approved by Board of Trustees on 02.10.2019
  • In cases of illness or injury requiring an extended absence—defined here as a period exceeding ten (10) working days—upon recommendation by the department chairperson, the dean and the Vice Rector for Academic Affairs, the Rector may approve an extended sick leave with pay up to a maximum of six (6) months for those full-time faculty members who have had six (6) or more years of continuous service at the University and who have not had an extended sick leave during their last six (6) years of service. For those who have been at the University less than six (6) years or who have been granted extended sick leave during their last six (6) years of service, the length of the requested sick leave will be reduced accordingly.
  • Permanent part-time faculty, who work at least one-half (1/2) time are eligible for sick leave proportionally.
  • In cases where the duties missed due to illness or injury cannot be assumed by others without the expenditure of funds not budgeted to the department or faculty, the department chairperson or director of an academic division or dean in faculties without departments will report the matter to the faculty dean who in turn will consult with the Associate Vice Rector for Academic Affairs for resolution.
  • In cases of illness or injury requiring absences shorter than ten working days, deans and directors are required to keep records as necessary of any series of such instances and to report to the Associate Vice Rector for Academic Affairs

 

C215: Parental Leave

Policy

Approved by Rector on 01.10.2019

SECTION 1: GENERAL PRINCIPLES

 

The Mesarya Technical University (MTU) supports faculty in balancing their academic and personal lives.  The University strives to help faculty coordinate the needs and timing of an academic career and balancing the sometimes competing priorities of their academic and personal lives.

The University is committed to creating an environment that supports faculty when the responsibilities of family life are particularly demanding by allowing faculty to take time away from work for caring for and bonding with children. This policy provides one semester of parental leave with full pay for a primary or coequal care-giving faculty parent as defined within this policy.

  • Role of Academic Leadership

 

Academic leaders and supervisors will attempt to foster an environment in which every eligible faculty member will be encouraged to consider freely the parental leave opportunity offered through this policy.  Deans, department chairs, and program directors should make every effort to promote use of this policy.  Individuals participating in reappointment, tenure, and promotion reviews shall not allow use of parental leave or family-related tenure-clock extensions to have a negative influence in the evaluation of any candidate.

 

 

 

  • Ethical Use

 

This policy shall be promulgated, used, and applied within the intent and principles of the policy and with the high ethical standards expected in all areas of academic endeavors and leadership.

The parent/s taking leave must also realize this is a revocable benefit under certain circumstances. The leave may not be used for outside work, whether part-time or full-time, for pay. The parent taking leave must also agree that he or she will return to work at The Mesarya Technical University (MTU) after leave has been taken for a minimum of time equal to leave time taken.

 

1.3. Relationship to Medical Leave

 

Parental leave is not intended to take the place of medical leave for a birth mother, but is granted in addition to any medically required leave.

 

SECTION 2:  ELIGIBILITY, REQUIREMENTS, AND LIMITATIONS

 

2.1 Eligibility

 

All regular contract faculty at .50 FTE or higher who have been employed at MTU at least one semester are eligible for parental leave.  In taking parental leave, the expectation is that the faculty member will spend this time caring for *and bonding with a child who has recently joined the household.  If both parents are faculty members, each is eligible for parental leave. If both faculty members are in the same department, the faculty members and the chair will discuss how best to meet the needs of the department and the family including whether to take the leave concurrently or consecutively (preferable). If only one parent takes leave, that parent will be reimbursed at full pay during the leave. If both parents wish to take leave, whether consecutively or concurrently, they will each be reimbursed at one-half of their usual salary. Mothers giving birth, spouses or domestic partners of mothers giving birth, parents adopting, and parents accepting a long-term foster placement or fostering toward adoption, are all eligible for equal amounts of parental leave under this policy.

 

2.2 Eligible Events

 

Parental leave should normally begin within one calendar year after a child is born or an adopted or foster child joins the household.  Exceptions to the one-year time frame will be reviewed on a case-by-case basis in accordance with Section 3.1. herein.

 

2.3. Relief

 

This policy provides full relief from teaching duties and similar responsibilities.  When research and advising are part of the duties, it is normally expected that these activities will continue during parental leave, but not during any period of medically required leave.  Given the varied nature of academic responsibilities across the University it is the prerogative of each dean to establish guidelines for relief under this policy.  Due to the unique nature of faculty responsibilities that include providing patient care, the Health Sciences Center will define the extent of relief provided to HSC faculty requesting parental leave.

The faculty member should discuss the need for parental leave with the dean or department chair well in advance of the leave and when possible, in time for any alternative teaching, patient care, and other academic arrangements to be made.  The faculty member and the dean or department chair will work together to develop a plan for parental leave that meets both the needs of the faculty member and the needs of the University.  They shall work together to minimize the impact of leave on students, grantors, patients, and other beneficiaries of the academic program.

 

2.4 Family and Medical Leave (FMLA)   

 

Faculty members may also take unpaid FMLA to arrange additional relief. For more information on FMLA refer to Policy 3440 “Family and Medical Leave,” UBP, which can be viewed at http://policy.MTU.edu.tr/university-policies/3000/3440.html

 

2.5 Tenure Clock

 

The running of the probationary period will be suspended, unless otherwise requested in writing, when a faculty member is on parental leave.   Subsequent mid-probationary and tenure reviews will be one full year later.  Deans, department chairs, and program directors should help faculty members to make informed decisions about suspending the probationary period.

 

2.6 Sabbatical

 

Parental leave time will count towards time worked to earn a sabbatical.

 

SECTION 3:  EXTRAORDINARY CIRCUMSTANCES AND APPEALS

 

3.1  Extraordinary Circumstances

 

Extraordinary circumstances such as multiple births/adoptions or events involving special-needs children may necessitate additional parental leave and/or flexibility, and shall be referred to the appropriate executive vice Rector for a determination.  These situations will be reviewed on a case-by-case basis to determine how best to meet the additional needs of the faculty member and the University.  These decisions will be applied consistently across the University to ensure equitable treatment.

3.2  Appeals

 

If a faculty member and the dean or department chair cannot reach agreement on a parental leave plan for relief, the faculty member may appeal the dean’s decision to the applicable executive vice Rector for a final decision.

 

SECTION 4:  PROGRAM REVIEW AND EVALUATION

The Provost’s Office will review this parental leave program biennially to ensure that it is applied equitably and consistently across the University within the intent of the policy.  This review will also analyze the program’s impact on the University’s mission and faculty recruitment, retention, and satisfaction in relation to associated costs.

 

C220: Holidays

Approved by: Rector     Effective: 01.10.2019
Responsible FS Committee: Policy Committee
Office Responsible for Administration: Office of the Provost or Chancellor for Health Sciences

Revisions to the Policy Rationale, Policy Statement, and Applicability sections of this document must be approved by the full Faculty Senate.

Policy Rationale

 

Holidays play an integral part in faculty and student lives.  This Policy Document identifies the specific holidays observed by the MesaryaTechnical University (MTU).

Policy Statement

 

MTU observes the following specific holidays each year and most offices are closed during these holidays:

  • ……………………………Day
  • ………………………..…..Day
  • ……………………………Day
  • ……………………………Day
  • ……………………………Day
  • …………………………….Day
  • Winter break.

 

The specific days observed as the holiday period are announced each year by the

 

MTU Division of      Human Resources.

MTU respects the right of all students and faculty to observe religious holidays and will make reasonable accommodation, upon request, for such observances in accordance with Faculty Handbook Policy C260“Religious Accommodations.”

 

Applicability

 

All MTU academic faculty and administrators.

Revisions to the remaining sections of this document may be amended with the approval of the Faculty Senate Policy and Operations Committee in consultation with the responsible Faculty Senate Committee listed in Policy Heading.

Definitions

 

No specific definitions are required for the Policy Statement.

 

Who should read this policy?

  • Faculty
  • Department Chairs, academic deans and other academic administrators and executives

 

Related Documents

MTU Board of Trustees’ Policy Manual Policy 2.4“Diversity and Campus Climate”

Faculty Handbook Policy C260 “Religious Accommodations”

University Administrative Policies and Procedures Manual, Policy 3405 “Holidays”

 

Contacts

 

Direct any questions about this policy to the Office of the Provost or the Office of the Chancellor for Health Sciences.

 

Procedures

 

No specific procedures at this time.

 

C225: Professional Leave

Policy

Approved by Board of Trustees on 02.10.2019

It is also recognized that a faculty member’s absence for attendance at professional meetings or to fulfill other professional obligations may be considered by the department chairperson or director of an academic division or dean in faculties without departments to be of sufficient importance to justify absence from assigned duties. In any such instance, the request must be made well in advance and must have the approval of the department chairperson or director of an academic division or dean in faculties without departments; here again it is the faculty member’s obligation to make suitable arrangements for covering the absence. In order to assure compliance with Laws of 1971, ch. 228 (introduced as House Bill 327), it is the responsibility of each department chairperson to be prepared to report on any faculty absence from regularly assigned classes, scheduled examinations, posted office hours, or other assigned duties or commitments.

C230: Military Leave of Absence

Policy

Approved by Board of Trustees on 02.10.2019

1 . Any full-time member of the faculty on regular (i.e., not temporary) appointment as instructor or above is eligible for Military Leave of Absence upon presentation of official military orders indicating that he/she is entering active military duty.

  1. When a Military Leave of Absence is granted for active duty for training or local emergency during the period of a regular contract (whether nine-, ten-, or twelve-month), the University will continue to pay the faculty member’s salary, uninterrupted, up to a maximum of 15 working days per calendar year (see 20-4-7 Northern Cyprus (TRNC)Statutes Annotated, 1978 Compilation). When a Military Leave of Absence is granted for active duty other than annual duty for training or local emergency, such leave is without pay. Unless called to active duty for a “local emergency,” faculty may not receive Military Leave of Absence with pay during the period of a summer session supplemental contract.

C235: Leave for Service Abroad

Policy

Approved by Board of Trustees on 02.10.2019

  1. General Statement.Since the end of World War II, faculties and universities have recognized their responsibility for providing educational leadership to the developing countries of the world. They have particularly met their responsibility by releasing competent faculty members for a term of service on education projects abroad. Such leaves for service abroad are sufficiently different from sabbatical leaves and other leaves of absence to merit a different set of policies.

 

  1. Eligibility. After two years of service at the University, any full-time member of the faculty on regular appointment (i.e., not temporary) as a lecturer or above is eligible for a leave without pay for such service abroad.

 

  1. Length of Leave. The leave for service abroad is usually longer than the sabbatical in that at least two years of service are normally required. The longer period is necessary since the first year abroad is primarily one of learning and cultural adjustment. A second year is usually required for productive work. Therefore, leaves of up to two years may be granted. Requests for leaves and third-year extensions must be judged on their individual merits. Applications shall be submitted pursuant to the procedures set out in paragraph 8 under Sabbatical Leave

.

  1. Assignment of Duties upon Return. Upon her/his scheduled return to the University, the faculty member shall be assigned to the same position that was left, or one that is comparable, bearing in mind the member’s seniority and special competencies.

 

  1. Determination of Salary and Rank upon Return.Work done while on leave for service abroad shall be considered in determining the rank and salary that the faculty member shall receive upon returning. The normal advancement of the faculty member will not be interrupted by reason of the leave for service abroad. However, it is understood that if a faculty member has not attained permanent tenure, the leave for service abroad automatically extends the probationary period by the length of time consumed by the leave.

 

C240: Leave of Absence Incident to Political Activity

Policy

Approved by Board of Trustees on 02.10.2019

(The following is excerpted from the Faculty Handbook section entitled, “Political Activities of MTU Faculty” )

A leave of absence incident to political activity should come under the University’s normal rules and regulations for leaves of absence. Such a leave should not affect unfavorably the tenure status of a faculty member, except that time spent on such leave from academic duties need not count as probationary service. The terms of a leave and its effect on the professor’s status should be set forth in writing.

C245: Faculty Absence from Assigned Duties

Policy

Approved by Board of Trustees on 02.10.2019

 

It is expected that each faculty member will meet regularly assigned classes, scheduled examinations, posted office hours, and other assigned duties and commitments. It is recognized, however, that occasional brief absence because of illness, accident, or family crisis may be necessary, and each faculty member shall make suitable arrangements in the event of such absence, including the notification of the students, and shall inform the department chairperson or director of an academic division or dean in faculties without departments to assist in making such arrangements. Since only the individual faculty member can provide the essential continuity and in many cases the expertise in a given course, the use of substitutes for brief absences should generally be avoided.

 

C250: Academic Leave for Principal Lecturers

Approved by: Board of Trustees          Effective Date: 02.10.2019
Responsible FS Committee: Operations
Office Responsible for Administration: Office of Faculty Contracts

Revisions to the Policy Rationale, Policy Statement, and Applicability sections of this document must be approved by the full Faculty Senate.

Policy Rationale

The main purpose of academic leave is to encourage professional growth and increased competence among lecturers by subsidizing significant research, creative work, or some other program of study that is judged to be of equivalent value.

Policy Statement

  1. Any Principal Lecturer is eligible to apply for Academic leave, which is the opportunity to apply for a professional development teaching release with pay to pursue other academic and/or professional opportunity activities. A Principal Lecturer is eligible to apply for such releases every six years of full-time service. Lecturers who qualify have the right to apply for academic leave; however, academic leave is not granted automatically upon the expiration of the necessary period of service. Rather, the lecturer shall present, as part of the application, evidence of recent sound teaching or other activities that materially support MTU’s academic mission. Also, this program shall give reasonable promise of accomplishing the major purpose of the leave, cited in the Policy Rationale section above. Academic leave will not be granted to subsidize graduate work or work on advanced degrees.

1(a). For lecturers whose faculty appointments are not in the Health Sciences Center (HSC), academic leave may be approved for up to one semester at full salary.

1(b). For lecturers whose faculty appointments are in the HSC, academic leave may be approved for up to six months at full salary.

  1. Academic leaves will be approved only with the clear understanding that the lecturer will at the completion of the academic leave return to the MTU for a period of service at least as long as the duration of the leave.
  2. Academic leave is counted toward retirement. While a person is on academic leave, MTU will continue to pay its share toward retirement, group insurance, and social security benefits.
  3. Lecturers on 12-month contracts may not accrue annual leave while on academic leave.
  4. Appeal: If at any stage of the approval process, the applicant believes that his or her proposal has not been considered properly according to the provisions of this Policy, that matters of academic freedom are involved, that improper considerations have entered into a negative decision, or that other demonstrable conditions prevented a fair and impartial evaluation, he or she may appeal to the Committee on Academic Freedom and Tenure for a review of the matter.

Applicability

This Policy applies to all academic MTU units, including the Health Sciences Center (HSC) and Branch Campuses.

Definitions

Full-time Service: Service time equivalent to that of a faculty member employed on a contract designated as 1.0 full-time equivalent (FTE). For example, a faculty member whose contract is designated 0.5 FTE would have to multiply his or her service by a factor of two or reduce the leave time taken by one-half to meet the full-time service requirements listed in this policy.

Revisions to the remaining sections of this document may be amended with the approval of the Faculty Senate Policy and Operations Committee in consultation with the responsible Faculty Senate Committee listed in Policy Heading.

Who should read this policy?

  • Board of Trustees
  • Professors and academic staff
  • Academic deans and other executives, department chairs, directors, and managers

Related Documents

Faculty Handbook:

Section B: “Policy on Academic Freedom and Tenure.”
Policy C280 “Leave Without Pay.”

 

Contacts

Direct any questions about this policy to your chair and/or dean or the Office of Faculty Contracts.

Procedures

  1. As a general rule, the faculty members of the department concerned will be expected to absorb the teaching load of the individual on leave, and the departmental chairperson (or the dean in non-departmentalized faculties) shall present with each recommendation for academic leave a statement of the planning in this regard. A department may, for example, decide to alternate courses or to cancel certain offerings. Further, it is expected that the department shall prepare its program over a period of years so that essential courses are not be neglected because of the temporary absence of a member of the faculty.
  2. To avoid adverse effects on the educational objectives of individual departments, the administration finds it necessary to place a practicable limit on the number of academic leaves granted in any one department for any one semester. Other conditions having been fulfilled, it is general practice that requests for leave be considered on the basis of length of service.
  3. Approval of Application: Primary responsibility for determining the merit of a proposed program from the point of view of the validity of the program and the probable value of the program to the faculty member and to MTU lies in the department and should be accomplished by a departmental committee. The departmental chairperson shall forward to the dean the departmental evaluation together with the chair’s recommendation and a statement as to how the teaching obligations of the department will be achieved in the event the proposal is approved. The dean with the advice of a faculty-wide faculty committee shall then evaluate the proposal both on its merits and on its effect on the operation of the faculty.

3(a). For non-HSC faculty, the dean shall then send the departmental and faculty recommendations to the Provost/Executive Vice Rector for Academic Affairs so that the original and one copy of the proposal together with all recommendations shall reach that office by February 1 for a leave commencing in Semester I of that year and by October 1 for a leave commencing in Semester II of the following year. The Office of the Provost shall verify that the applicant is eligible for the proposed leave and that provisions of this Policy have been properly followed. The Provost/Executive ViceRector for Academic Affairs shall forward all materials to the Rector with an evaluation of the proposed leave from a University-wide point of view. The Rector makes the final decision.

3(b). In the HSC, the dean shall send the departmental and faculty recommendations to the Vice Chancellor for Academic Affairs (VCAA) so that the original and one copy of the proposal together with all recommendations shall reach that office at least two months prior to the proposed start of the leave. The VCAA shall verify that the applicant is eligible for the proposed leave and that provisions of this Policy have been properly followed, and forward all materials to the Chancellor for Health Sciences, who shall forward them to the Rector with an evaluation of the proposed leave from a University-wide point of view. The Rector makes the final decision.

  1. Upon returning to MTU, every lecturer granted an academic leave shall submit promptly to the Provost/Executive Vice Rector for Academic Affairs Policy C250 ”Academic Leave For Principal Lecturers” Page 3 of 4 or the Chancellor for Health Sciences, with copies to department chairperson and dean, a full report of the research, creative work, publications, or other results of the period of leave. The report submitted shall be placed in the lecturer’s personnel file.
  2. See item 2 under Policy C280 “Leave without Pay”.
  3. Those lecturers who receive all or part of their salaries directly from agencies outside of MTU will be granted academic leave with salary guaranteed only to the extent of MTU funding of the previous year; full funding is possible only when funds are available within the MTU budget.
  4. Time toward each new academic leave begins immediately after return to full-time service regardless of the semester of return.

C255: Jury/Court Duty

Policy

An employee summoned for  for duty as a witness (other than as plaintiff or defendant in a non-University related matter) is granted time off with pay for the time spent on these types of duty if the employee presents documentary evidence of the summons to his supervisor. An employee summoned as specified above is required to reimburse the Payroll Office for any compensation received (i.e., juror’s check or witness fee) for time spent in court, but will be permitted to retain payments for mileage.

 

C260: Religious Accommodations

Approved by: Rector             Effective: 01.10.2019
Responsible FS Committee: Policy Committee
Office Responsible for Administration: Office of the Provost or Chancellor for Health Sciences

Revisions to the Policy Rationale, Policy Statement, and Applicability sections of this document must be approved by the full Faculty Senate.

 

 

Policy Rationale

The Mesarya Technical University (MTU) community is sensitive to the religious practices of the various faiths represented in its student body and employees.  This Policy Document provides guidance to faculty, supervisors, and students pertaining to requests for religious accommodations.

Policy Statement

Every reasonable effort should be made to help students avoid negative academic consequences when their religious obligations conflict with academic requirements.  MTU respects the right of all students and faculty to observe religious holidays and will make reasonable accommodation, upon request, for such observances.   If a request for accommodation is denied, the student or faculty member may appeal to the Provost or the Chancellor for Health Sciences.

Applicability

All MTU students, academic faculty and administrators.

Revisions to the remaining sections of this document may be amended with the approval of the Faculty Senate Policy and Operations Committee in consultation with the responsible Faculty Senate Committee listed in Policy Heading.

Definitions

No specific definitions are required for the Policy Statement.

Who should read this policy?

  • Students
  • Faculty
  • Department Chairs, academic deans and other academic administrators and executives

 

Related Documents

MTU Board of Trustees’ Policy Manual Policy 2.4“Diversity and Campus Climate”

 

Contacts

 

Direct any questions about this policy to the Office of the Provost or the Chancellor for Health Sciences.

 

Procedures

Students must submit written requests for accommodation to their course instructor.  If possible, the student should submit the request by the end of the second week of the semester.  The request should include the date, times, and specific event for which accommodation is being requested.  Faculty are expected to give students the opportunity to do appropriate make-up work that is intrinsically no more difficult than the original exam or assignment.  A refusal to accommodate is justified only when it would interfere unreasonably with the delivery of the course.

Faculty should work with their department chair to coordinate their schedules with their religious observances.

C280: Leave without Pay

Approved by Board of Trustees          Effective Date: 02.10.2019
Responsible Faculty Committee: Policy Committee
Office Responsible for Administration:Provost and the Chancellor for Health Sciences

Revisions to the Policy Rationale, Policy Statement, and Applicability sections of this document must be approved by the full Faculty Senate.

Policy Rationale

A Mesarya Technical University (MTU) faculty member may encounter a situation that is not covered by other faculty leave policies and may need to request leave without pay. This document describes which faculty members are eligible for leave without pay and the procedures for requesting and granting leave without pay.

Policy Statement

Any faculty member, except for adjunct appointments, is eligible for a leave of absence without pay after two years of service at MTU subject to the following stipulations:

  1. Leaves without pay will be granted only when in the opinion of appropriate MTU officials such a leave will be of distinct benefit to this institution as well as to the individual concerned.
  2. Leaves without pay will not normally be granted to persons wishing to accept a regular faculty appointment at another institution. Such an arrangement usually puts MTU at a considerable disadvantage, since it would be required to keep the position here open on a temporary basis until the person on leave returns or decides not to return to MTU.
  3. Before the leave without pay is approved, the department chairperson and/or the dean concerned must have agreed that the assignments usually carried out by the person requesting the leave may and will be carried out satisfactorily by others—normally including one or more temporary employees from the outside— without any extra cost to MTU.
  4. It is to be understood that if a faculty member has not attained tenure, a leave of absence without pay will normally extend the probationary period.
  5. Leave of absence without pay is not counted toward retirement or toward years of service when figuring seniority for promotion.
  6. While a faculty member is on leave without pay, MTU will not continue to pay its share toward retirement or Social Security benefits.
  7. The faculty member’s insurance benefits will continue while the faculty member is on leave without pay, unless the faculty member actively cancels his or her insurance through MTU Human Resources. The faculty member will be responsible for paying his or her portion of the benefit premiums. MTU will continue its contribution to premiums. The faculty member should refer to UAP Policy 3600 “Eligibility for Benefit Plans” for requirements pertaining to continuation, cancellation, and reinstatement of benefit plans.

Applicability

All MTU academic faculty and administrators, including the Health Sciences Center and Branch Campuses.

Revisions to the remaining sections of this document may be amended with the approval of the Faculty Senate Policy and Operations Committees in consultation with the responsible Faculty Senate Committee listed in Policy Heading.

Definitions

No specific definitions are required for this Policy

Who should read this policy?

  • Faculty
  • Academic staff
  • Academic deans and other executives, department chairs, directors, and managers

 

Related Documents

 

Faculty Handbook

Section B:  “Academic Freedom and Tenure,” 2.3.2, 3.4.2, and 4.10.
C200: “Sabbatical Leave”
C205: “Annual Leave”
C210: “Sick Leave”
C215: “Parental Leave”
C220: “Holidays”
C225: “Professional Leave”
C230: “Military Leave of Absence”
C235: “Leave for Service Abroad”
C240: “Leave of Absence Incident to Political Activity”
C245: “Faculty Absence from Assigned Duties”

 

University Administrative Policies and Procedures Manual:

Policy 3440 “Family and Medical Leave”
Policy 3600 “Eligibility for Employee Benefit Plans”

“Request for Leave without Pay” form available from the Faculty Contracts and Services Office or the HSC Faculty Contracts Office.

Contacts

Direct any questions about this Policy to the Faculty Contracts and Services Office or the HSC Faculty Contracts Office.

Procedures

  1. A leave without pay or any combination of a sabbatical leave and a leave without pay will not generally exceed one year in duration, although when the best interests of MTU would be so served and with the concurrence of the department chairperson, the dean, and the Provost or the Chancellor for Health Sciences, the Rector may approve a two-year absence. However, except in rare cases, as approved by the Rector, a faculty member shall not be absent from MTU for more than two of any five consecutive years, and it is not contemplated that even such a proportion of absence shall be the norm.
  2. Requests for leaves of absence without pay or any combination of a leave without pay and a sabbatical leave, as described in item 1, should be submitted through the applicant’s department chairperson to the dean as early as possible, but no later than four months in advance of the date the proposed leave will begin. The dean forwards the request with his/her recommendation to the Provost or the Chancellor for Health Sciences, who in turn submits all pertinent material to the Rector with his/her recommendations. The Rector makes the final decision.

Benefits

  • C305: Emeriti Status
  • C320: Enrollment of Faculty in University Courses
  • C335: Faculty Exchanges