Faculty Handbook

SUNY College of Optometry

Faculty Handbook 2022-23

Each application shall include: a. A detailed statement outlining the program to be followed while on sabbatical leave with clearly defined goals; b. A statement outlining clearly defined outcomes; c. A statement of benefit to the College; d. Letters of support from all collaborating institutions (if any); e. Letters of support from department chairs, dean, etc. as appropriate; f. A declaration of any prospective income during the sabbatical should be provided as well as; g. A statement that the applicant will continue as an academic employee for a minimum of one year upon the employee’s return. In addition, upon returning, the applicant will submit to the College president a detailed report of professional activities and accomplishments while on sabbatical leave. The number of sabbaticals available during a given academic years may be limited by available resources. 4. Military Leave Any college employee is entitled to leave without pay while serving in the military. Employees who are members of the National Guard or any reserve force called to active duty are entitled to leave with full pay. 5. Employee Organization Leave Certain officers, delegates and committee members of the United University Professions are granted leaves for performance of specific duties. Article 11 of the UUP Agreement describes the circumstances under which employee organization leave may be taken. 6. Maternity Leave Maternity and child-care leaves are available to permanent, temporary, and provisional employees; however, such leaves do not extend employment beyond the point that it would otherwise have ended. Leave can be granted with or without pay prior to the medical disability at the discretion of the department and/or University. The twelve weeks of FMLA Leave is unpaid. However, employees may prefer to use appropriate leave credits, which will run concurrently (together) with FMLA Leave. Maternity leave covers the period of disability due to pregnancy and childbirth. Sick leave accruals may be used during pregnancy for the period of disability. The period of disability is generally defined to be four weeks prior to the anticipated due date (pregnancy), six weeks following childbirth. A disability period extended past the six weeks; needs a doctors’ certification notice addressed or faxed to the Human Resources Department’s attention. Once sick leave is exhausted other accruals can be used. Detailed medical documentation may be required for disability before and after the six weeks period. FMLA Child Care Leave may be charged to appropriate leave credits at the employee's option (not sick leave). Maternity leave may be followed by child-care leave without pay at the employee's request. An employee is entitled to a leave without pay of up to seven months from the date of delivery. Leaves without pay beyond that point are at the discretion of the department and/or University.

82