Civic & Bereavement Leave Policy
Effective Date: July 1, 2009
Board Approval: June 9, 2009
Board Approved Amendments: June 18, 2025
1. Purpose
1.1. To outline the Tooele Technical College (TTECH) policy on leave for jury and witness service, legislative service, civic programs, and bereavement leave.
2. References
2.1. Board of Higher Education Policy R821, Employee Benefits
2.2. Utah Code 53B-1-118, State System of Higher Education Bereavement leave for miscarriage and stillbirth
3. Policy
3.1. Jury and Witness Service
3.1.1. Salaried employees necessarily absent from work in compliance with an official requirement to appear for jury service or a subpoena to appear as a witness at a trial, deposition, or other official proceeding will continue to receive the equivalent of full pay. The employee is expected to deliver to the Accounting Supervisor, for deposit to the College Campus accounts, any fees received in accordance with law for compelled attendance as a juror or non-expert witness.
3.1.2. This policy covers only time lost while actually engaged in jury service or attendance as a witness, and in reasonable travel to and from the place of such service.
3.1.3. This policy does not apply when an individual appears in court on his or her own behalf.
3.2. State Legislative Office
3.2.1. Subject to any statutory prohibitions or limitations, an employee of the TTECH may become a candidate for elective office as a representative or senator in the Utah State Legislature without resigning and without securing a leave of absence. If elected, or appointed, such employee shall be granted a leave of absence without pay for the period of the time between the commencement and final adjournment of any regular or special session of the legislative body of which the employee is a member.
3.2.2. In lieu of leave without pay under paragraph 2.2.1 above, the employee may elect to go on vacation status to the extent that accrued and unused vacation time is available.
3.3. Civic Programs
3.3.1. Full-time salaried employees will be allowed time, within reason, for attendance at funerals for nonfamily members and special civic programs as a speaker, chairperson, musician, etc. and will continue to receive the equivalent of full pay, provided arrangements are made in advance with immediate supervisor approval.
3.4. Bereavement
3.4.1. Full-time, salaried employees will be allowed time off with pay up to three days of bereavement leave:
a. Following the death of an employee’s immediate family member; or
b. Following the end of the employee’s pregnancy by way of a miscarriage or stillbirth; or
c. Following the end of another individual’s pregnancy by way of a miscarriage or stillbirth, if:
i. The employee is the individual’s spouse or partner;
ii. (A) The employee is the individual’s former spouse or partner;
(B) The employee is the individual’s former spouse or partner, and the employee would have been a biological parent of a child born as a result of the pregnancy;
(C) The employee provides documentation to show that the individual intended for the employee to be an adoptive parent, as that term is defined in Utah Code Section 81-13-101, of a child born as a result of the pregnancy; or
(D) Under a valid gestational agreement in accordance with Utah Title 81, Chapter 5, Part 8, Gestational Agreement, the employee would have been a parent of a child born as a result of the pregnancy.
3.4.2. For purposes of this section, “immediate family member” is defined as father, mother, husband, wife, son, daughter, brother, sister, grandparent, grandchild, and in-law and step-relatives in these categories.
3.4.3. As used in this section, “miscarriage” means the spontaneous or accidental loss of a fetus, regardless of gestational age or the duration of the pregnancy.