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General policy: On occasion, an employee may find that personal, health, or family problems make it necessary to be absent from work. GCM desires to support its employees in times of stress and, if possible, accommodate needs that can arise unexpectedly. Leaves of absence for limited periods of time will be permitted, in GCM's sole discretion, depending on the reasons and circumstances that prompt such a request. Such a leave of absence must be supported by valid reasons and approved by management. Leaves of absence are normally granted only for the reasons specified below.

3.4.a Family and Medical Leave

In accordance with the federal Family and Medical Leave Act of 1993 ("FMLA"), GCM employees may be eligible for up to twelve weeks of unpaid family and medical leave every twelve months if they (1) have been employed by GCM for at least twelve months, (2) have worked for GCM for at least 1,250 hours during the twelve months before leave begins, and (3) are employed at a work site where GCM employs at least 50 persons within a 75-mile radius. Employees may be eligible for family and medical leave for the birth of a child and/or to care for the newborn child; for the placement of a child with the employee for adoption or foster care; to care for the employee's child, spouse, or parent who has a serious health condition, as defined by the FMLA; or when the employee is unable to perform the functions of his or her position due to a serious health condition, as defined by the FMLA.

An employee who wishes to take family and medical leave must provide at least thirty days advance written notice to Missionary Resources of the need for family and medical leave whenever such need is foreseeable. Where the need is not foreseeable, the employee must give notice to Missionary Resources as soon as practicable, normally within a day of learning of the need for leave. A physician's statement may be required to verify that a specific leave request falls within the specifications of the FMLA. GCM intends to comply fully with all applicable requirements of the Family and Medical Leave Act.

3.4.b Bereavement

The death of a family member, close friend, or ministry supporter is a tragedy. In some cases, it is also an opportunity to comfort and minister to other people involved. GCM recognizes that the death of an immediate family member can have a significant impact on an employee and that the grieving process is important. In the event of an immediate family member's death, such as spouse or child, several days may be needed to prepare for a return to the work place. In other cases, attending the funeral of a relative or friend that does not involve long travel may take less than a day. Therefore, GCM gives the supervisor and employee reasonable flexibility in determining the time needed away from work in the event of a death.

An employee may take up to five (5) days of paid leave for bereavement, if necessary. However, in extreme cases, additional leave may be taken as PTO or as an unpaid leave of absence. Specific permission for additional time off beyond the five days must be received from Missionary Resources. Employees must notify their supervisor as soon as possible in advance of any absence when they desire to invoke leave for bereavement purposes.

3.4.c Relocation

If an employee is relocating due to a job related purpose, such as ministry reassignment, the supervisor and employee may work out an acceptable agreement on time away from work for securing housing and moving. If an employee's relocation is a personal decision, then time away from work must be taken as PTO or, with GCM's permission, unpaid time off.

3.4.d Voting

GCM supports the democratic process that our nation is founded upon and desires to foster participation in it. In light of this, employees without flexible scheduling may take time away from work in order to vote, in which case the work time must be made up at another time during that work week. This activity of voting is expected to normally involve no more than two hours.

3.4.e Jury Duty

GCM recognizes the responsibilities of citizenship and expects its employees to fulfill their civic obligation when called to serve as jury members. Employees are permitted to participate in jury duty in lieu of normal work obligations. Employees must notify their supervisor when formal notice is received for jury duty. If released from court early, the employee shall report back to work. During such jury service, GCM will generally continue to pay the employee's regular wages on the same basis as when the employee is actually performing all required services of employment for GCM, independent of any jury duty compensation.

3.4.f Military Leave

GCM will grant military leave as necessary in compliance with all applicable state and federal laws and regulations. Short term training periods and long term active duty will generally be treated as unpaid leave of absence for all weeks in which no work is performed. GCM asks that you consider your job responsibilities and scope of your job before taking a Military Leave. Please speak to your supervisor as soon as possible in order to discuss the specifics of such a leave request with them.