SABBATICAL LEAVE AND LEAVE OF ABSENCE
(By Faculty Action, September 22, 1981- Revisions Made by Faculty Action January 18, 2000)
The purpose of the sabbatical leave policy is to strengthen the University by encouraging the intellectual and professional development of the faculty. The sabbatical leave is designed to free the faculty member from University responsibilities and to allow the pursuit of opportunities that will contribute to professional growth. Therefore, significant time spent on departmental or University administrative work is counter to the spirit of the sabbatical program and is more appropriately served by adequate release time outside the sabbatical program. Ordinarily, department chairs should not continue their administrative duties during a sabbatical leave.
Moreover, the sabbatical is intended to permit time for work other than teaching. Teaching may be included as part of the proposal when it is not the primary focus of the sabbatical, or when the teaching itself offers a significant opportunity for professional development.
(Amended by Faculty action, November 10, 1992)
Any full-time faculty member may apply for a sabbatical leave after the equivalent of six full years of service. With the approval of the Faculty Personnel Board, those six years may include the maximum of one semester of leave of absence. It is understood that this leave of absence will involve work directly related to the faculty member's professional responsibilities.
Seniority alone is not considered to be a valid criterion for the granting of sabbatical leave.
The Provost may take the initiative in recommendation to the Faculty Personnel Board that a faculty member take a sabbatical leave where the good of the University as well as that of the individual would thereby be served.
The grant of leaves shall be subject to budgetary considerations and the personnel needs of the department involved.
With staffing considerations in mind, the Provost in consultation with the Faculty Personnel Board, may recommend to defer a sabbatical request until the following year. Such an administrative postponement does not alter the seven year sabbatical eligibility sequence. This means that the date from which one next becomes eligible does not change in the event of an administrative postponement. In cases of deferred leave, a formal letter will be sent to the faculty member for the record. Deferrals are not necessarily limited to one year.
A faculty member may elect one of the following: (1) one semester of leave at full salary; (2) two consecutive semesters of leave at 75% salary; or (3) two separate semesters within a seven year period at 75% salary for each semester. All salary compensation percentages apply for the sabbatical terms only.
The acceptance of sabbatical leave obligates the faculty member to return to the University for at least one full year after the expiration of sabbatical leave, regardless of the option elected. In case the faculty member defaults, the University shall be reimbursed for all salary and other benefits provided during the term of absence.
Faculty members on leave shall receive the benefit of any salary or rank increases in their absence and shall be eligible to continue all supplemental benefits in force after the time leave is granted. The amount of the University's payment up to the normal maximum shall be determined by the amount of the faculty member's participation.
A faculty member who receives a sabbatical leave is obligated to file a report describing the results of the leave. The report should be specific enough to indicate the nature and extent of activity during the leave and how the objectives for the sabbatical leave were met. This report shall be filed with the faculty member's department chairperson, the Provost, and the Faculty Personnel Board within thirty days following completion of the leave period. In instances where a faculty member elects the split year option, a progress report shall be filed within thirty days following the completion of each semester.
A faculty member shall be eligible to apply for a further sabbatical leave after a minimum of six additional years of service. For the faculty member who elects the split year option, the six years of additional service will be counted beginning with the first year of service following the first semester of leave.
LEAVE OF ABSENCE PROGRAM
The Leave of Absence program is designed to provide for leave policy not included in the sabbatical leave program. Any full-time faculty member who has served for three years is eligible to apply.
A leave of absence is normally for one year.
During a leave of absence no salary will be paid. The faculty member on leave may elect to participate in supplementary benefits to the extent applicable for salary received in the preceding year. In the case of leave of absence for less than one year the faculty member may elect to participate in supplementary benefits to the extent applicable for salary received in the current year. University contributions to supplementary benefits shall be determined by the amount of the faculty member's participation.
The College may grant limited financial assistance to the faculty member.
The acceptance of leave of absence obligates the faculty member to return to the college for at least one full year after the expiration of that leave. In case the faculty member defaults the College shall be reimbursed for all benefits provided during the term of absence.
Anyone on an annual appointment who receives a leave will not have the year count as service toward tenure. This stipulation should be stated explicitly in writing to the individual at the time of notification of the granting of the leave.
PROCEDURES FOR APPLYING FOR SABBATICAL LEAVES AND LEAVES OF ABSENCE
An application for a Sabbatical Leave or a Leave of Absence takes the form of a letter addressed to the Faculty Personnel Board. Each applicant should submit a detailed statement of how the leave is to be used (nine copies should be sent to the Faculty Secretary, who will distribute them to the Faculty Personnel Board and Provost) and should include the following information:
- Length of service at Wittenberg figured as of the date of the beginning of the proposed leave.
- Extent of leave desired. The applicant should indicate the inclusive dates of the leave and option selected.
- A list of any previous leave periods together with full information regarding any Wittenberg financial contribution during the period of the leave or leaves.
- The program to be undertaken by the applicant during the leave. This statement should include:
- A detailed description of the project. If the faculty member chooses the split year option, a description of the activity proposed in each of the two semesters should be included.
- The relationship of the proposed program to the applicant's research, professional, or creative interests.
- The places at which the leave period will be spent.
- The anticipated effect of the project on the attainment of an advanced degree, if any.
- The anticipated results in terms of publication or other form of professional recognition.
- The anticipated benefits which will accrue to the educational program of the college.
- Possible sources of financial assistance, if any.
- The effect of the applicant's absence on the work for the department together with any suggestions for ways of providing for the applicant's courses during the absence.
- Any compelling urgency, such as the continuation of a project already under way, the receipt of a fellowship, the need to meet a publisher's deadline, etc.
- Any other pertinent information.
A carbon copy of the letter of application should be sent to the chairperson of the applicant's department. If the chairperson supports the application, nine copies of the chairperson's recommendation are to be sent to the Faculty Secretary, who will distribute them to Faculty Personnel Board Members and the Provost. The chairperson's recommendation should comment particularly on the effect of the applicant's absence on the work for the department and on ways of providing for the applicant's courses during the absence. It should also include a statement regarding the probable professional and cultural contribution that might accrue to the applicant, to the department, and to the University if the leave were granted. A department chairperson who wishes to apply for a leave shall confer with the Provost before submitting a letter of application to the Board.
As outlined in the basic statement of leave policy, the Board will review all applications and submit its recommendations to the Provost and President.
The deadline for receipt of applications for leaves for the academic year is October 1 but in order to facilitate departmental and institutional planning earlier application will be helpful when this is possible. One is expected to apply by this date if there is knowledge of a pending opportunity. If an unusual opportunity for leave arises after December l, the Faculty Personnel Board will accept applications until March l. It is understood, however, that late applications will be approved only on the condition that the department is able to plan for the faculty member's absence.
Once the initial sabbatical proposal has been approved, faculty members who chose the split year option, should submit a reminder to the Faculty Personnel Board of their interest to take the second semester of the sabbatical by the October deadline for applications. This reminder should include the original sabbatical proposal and a rationale for any proposed changes. It should be accompanied by a note from the chairperson that comments on the effect of the faculty member's absence on the work of the department.
OTHER UNPAID LEAVES
UNPAID FAMILY AND MEDICAL LEAVE
Eligible employees, male and female, may be granted up to 12 weeks of unpaid leave per year for care of newborn or newly adopted children, a serious health condition of a child, spouse or parent, or a serious health condition of their own. The University's Family and Medical Leave Policy is reprinted in the Appendix.