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Jessie Smith Noyes Foundation Paid Sabbatical Policy

A sabbatical is a special paid leave for an employee who wishes to disengage from daily work routines and stresses in order to pursue personal interests. The intent of the sabbatical is for the employee to rest and recharge and there is no learning or other expectation of an employee taking a sabbatical.

A sabbatical will not be allowed for the purpose of taking up other paid employment.

An employee must complete seven (7) years of continuous employment prior to being eligible for sabbatical leave. A subsequent sabbatical may be taken by an employee after completing seven years of continuous employment after the year in which she/he took a sabbatical. Any periods of unpaid leave of absence taken by the employee shall not be counted to determine if she/he has met the initial and subsequent continuous employment criteria.

Full-time employees are eligible for sabbaticals after meeting the continuous employment criteria. Part-time employees meeting the continuous employment criteria as of April 1, 2014 also are eligible for sabbaticals. Benefits for future part-time employees, including sabbaticals, shall be negotiated with the President at the time of hire as per Section 4.2: Employee Classification and Job Descriptions. 

The total sabbatical is twelve weeks, inclusive of paid holidays that may fall within the proposed sabbatical period. An employee must take all of her/his sabbatical at one time and may not break a sabbatical into periods of less than twelve weeks. An employee may not append paid or unpaid time off to the front or back end of a sabbatical to extend the length of her/his sabbatical.

During a sabbatical, an employee is paid her/his normal salary and continues to receive the same benefits such as health insurance and retirement plan payments.

During the year in which a sabbatical is taken, an employee’s paid time off shall be reduced by 23 percent. For example, a full-time employee with 210 hours of annual paid time off will have those hours reduced by 48.5 hours, reflecting the 12 weeks on sabbatical (23 percent of the work time for the year). Employees working less than full-time shall have pro-rata reductions in paid time off.

Subject to any changes with the Foundation as a whole, or positions/organizational changes that would have transpired had the employee not taken a sabbatical, an employee is expected to return to the same or similar position as held prior to taking a sabbatical.

An employee must commit to working one continuous year after returning from a sabbatical. The employee shall sign a letter of commitment when granted the sabbatical.

In the event that two or more employees request a sabbatical for the same time period, seniority of employment shall determine the order in which a sabbatical is granted. Seniority may be waived if the employees involved and President mutually agree.

Unless waived by the President, there shall be a minimum of one month between two employees taking a sabbatical. 

A sabbatical has no monetary value at the time of termination by or separation from the Foundation. An employee will not be awarded additional compensation in lieu of taking a sabbatical.

A written request for a sabbatical must be submitted to the President at least three (3) months in advance of the requested start of the sabbatical. The approval of the sabbatical is at the discretion of the President.  An employee’s request for a sabbatical may be declined due to employee workloads, scheduling issues, operational concerns, employee performance issues or other reasons that may have a negative impact on the Noyes Foundation.

In the event the President is requesting a sabbatical, the sabbatical is subject to the approval of the Executive Committee of the Board of Directors.

In the event of an emergency at the Foundation deemed by the President and/or Board of Directors to have a significant impact on the Foundation’s operations, an employee on sabbatical may be required to return to work. The Foundation will reimburse travel and other reasonable costs associated with the suspension of the sabbatical, and will make reasonable efforts to allow the completion of the sabbatical if circumstances allow. In lieu of returning to the Foundation’s office while on sabbatical, the Foundation and employee will assess if the employee can respond to the emergency from a remote location.

If an employee on sabbatical experiences an emergency that requires the termination or suspension of the sabbatical, the Foundation may modify the terms of the sabbatical by permitting the employee to complete the sabbatical at a later time if circumstances allow. The President shall have discretion to permit a continuation of an interrupted sabbatical.

At any time, sabbaticals may be modified or cancelled by the Foundation for reasonable cause. No vested rights are implied or agreed to if the Foundation takes action to modify or cancel sabbaticals.