6.10.1 - AUDIENCE
All Regular University staff employees. Faculty are excluded from this Policy. Also excluded are staff members scheduled less than 20 hours per week.
6.10.2 - PURPOSE STATEMENT
The purpose of this Policy is to define the University’s policy for administering leave for Regular staff employees who desire to volunteer their time to the community.
6.10.3 - DEFINITIONS
Volunteer Activity—an individual who performs humanitarian, charitable or public services on behalf of the local community.
6.10.4 - THE POLICY
Thomas More University encourages staff members to give of their time and talents to worthwhile projects and organizations in the communities where they live and work. In the spirit of service to others, employees may receive up to 7.5 hours of paid time-off annually to work independently on volunteer projects.
6.10.5 - RELATED POLICIES AND APPLICABLE LEGAL OR ACCREDITATION STANDARDS
Business Ethics and Conduct Policy
6.10.6 - PROCEDURES
- Eligible employees are regular full time or part time staff of Thomas More University.
- Eligible employees must submit an application form to their supervisor for approval prior to the volunteer activity. Management will make every effort to accommodate the request however, approval is contingent on business needs.
- The employee must submit signed form to Human Resources Director prior to the volunteer activity.
- Volunteer paid time-off cannot be used for:
- Any activity for which the employee receives compensation;
- Any campaign for elective office;
- Any effort to influence legislation; or
- A project that might represent a conflict of interest or constitute a violation of Thomas More University’s Business Ethics and Conduct Policy.
- Volunteers must wear a form of Thomas More apparel, such as a shirt, hat, University nametag or University pin.
- Time-off can be taken in hourly increments. Non-exempt employees must clock out when leaving campus and clock in when returning to work.
- Employees can receive up to 7.5 hours of paid time-off during a calendar year.
- Potential conflicts will be reviewed with the department vice president or Provost as applicable.
6.10.7 - REFERENCING THE POLICY
6.10.8 - HISTORY
This is a new policy, replacing language in the Staff Manual (May 2014)
6.10.9 - APPENDIX
There are no appendices to this Policy.
6.10.10 - APPROVALS
Laura Custer, Director of Human Resources
Dr. Kathleen Jagger, Acting President