Employee attendance records are completed on a monthly basis on the appropriate form. All leave time is to be
recorded on the form, approved by the immediate supervisor, and sent to the Human Resources Office.
Annual or Vacation Leave
College personnel employed on a full-time, 12-month basis shall accumulate vacation leave at the following
rate:
One (1) day for each month of service up to five years.
1 1/4 days for each month of service from five to ten years.
1 1/2 days for each month of service over ten years.
No employee shall accumulate more than 44 days of vacation leave at the end of any calendar year. Any
vacation in excess of 44 days, if not used by December 31, shall be converted to special sick leave. Please
see the Manual of Policy or contact the Human Resources Office for more information.
Upon termination of employment with sufficient notice and under favorable conditions, the employee shall be
paid, at the current rate, for any vacation not used, not to exceed an amount equal to 30 days of pay. In the
case of the death of the employee, payment of the unused annual leave at the time of death shall be payable
to the employee's designated beneficiary, estate, or as provided by law.
A Request for Leave of Absence form should be filed not less than one week in advance. Approval is not
automatic but will be granted unless such leave would hinder the operation of the college to a serious extent.
If an employee leaves the employ of Gulf Coast Community College without giving a minimum notice of two
weeks of the intent to resign, all claims to any vacation time accrued will be forfeited. The president may
rescind this provision should the circumstances be considered sufficiently extenuating.
Family and Medical Leave
The Family and Medical Leave Act of 1993 became effective August 5, 1993. Under this act, eligible
employees may take up to twelve (12) weeks of leave per year for the following reasons:
- birth or adoption of a child
- serious illness of spouse, child, or parent
- serious illness of self
Accrued sick leave and vacation leave must be exhausted to be eligible for FMLA at GCCC. This leave
is not automatic and proof of illness, birth, or adoption is required. A minimum of thirty (30) days' notice is
required except in extreme emergencies. Please contact the Human Resources Office for more specific
information. In most cases an additional leave of absence without pay will not be granted during the same 12-
month period of time in which FMLA benefits have been exhausted.
Jury Duty (Administrative Leave for Court Purposes)
A full-time employee who is summoned as a member of a jury panel shall be granted administrative leave with
pay, and the jury fees shall be retained by the employee. A Request for Leave of Absence form must be
completed and an original copy of the jury summons must be attached. The college shall not reimburse the
employee for meals, lodging, and travel expenses incurred while serving as a juror.
An employee subpoenaed as a witness, not involving litigation in which the employee is a principal, shall be
granted administrative leave with pay, and any witness fees shall be retained by the employee. The college
shall not reimburse the employee for meals, lodging, and travel expenses incurred while serving as a witness.
An employee involved in litigation as a result of representing the college as a witness or defendant shall not be
granted administrative leave. Appearance in such cases shall be considered a part of the job assignment. The
employee shall be paid per diem plus travel expenses and shall be required to turn over to the college any fees
received from the court. A Temporary Duty form shall be filed for this absence.
Leave of Absence
A leave of absence may be granted for a maximum of up to one year. The Gulf Coast Community College
District Board of Trustees may authorize a new application for leave to be filed at the expiration of leave, and
new leave will be granted at the discretion of the board. Automatic renewals of leave shall not be allowed. A
new leave request must be in writing by the employee to the board at least 30 days prior to the expiration of
original leave. The decision of the board shall be based on the requirements of the college as well as on
consideration of what is fair to the employee.
Accrued sick leave (if applicable) and vacation leave must initially be used for leaves of absence. In addition,
personal leave without pay may be granted. All such leave must be approved by the District Board of
Trustees upon recommendation of the college president. A Leave of Absence form must be completed for
such leave.
Military Leave
Leave shall be granted to employees who are ordered to state or federal active or inactive duty training due to
membership in the military reserves, including the National Guard. The first 17 days of such leave per year
shall be with pay. Leave beyond the 17 days shall be without pay. For additional information, please consult
the Manual of Policy.
Personal Leave
Full-time employees may use up to four days of sick leave for personal reasons per year (July 1 - June 30).
These absences will be charged to accrued sick leave. Leave for personal reasons is noncumulative.
Sick Leave
Eligible full-time employees shall earn one day of sick leave with compensation for each calendar month or
major fraction of a calendar month of service, not to exceed 12 days for each fiscal year. Sick leave shall
be cumulative from year to year. Also see Family Medical Leave Act (FMLA) leave for sick leave without
compensation. Employees who leave the college under favorable conditions after six years of service will
receive payment for unused accumulated sick leave according to Florida Statutes and the college's Manual of
Policy (also see terminal leave benefit). Sick leave is transferable among other community colleges, the FL
department of Education, the FL university system, and public school districts in Florida. Please submit any
requests for sick leave transfers to the Human Resources Office. Absences greater than three days in
length, or for serious injury or illness, may require a return-to-work authorization or similar documentation from
your physician or other health care provider. If you have any further questions, contact the Human Resources\
Office.
