2020-10-16
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美国大学的学术休假至少有两个名字：
Sabbatical Leave
research leave
这个译名有些误解。以为这目标是休假。 其实际情况是：休假是为了专心研究。
今天问到美国工作生活的Dr. H, 明年ta要研休整整1年!
这又沟起来了我多年前关注过的这个名词：学术休假。
既然学术休假，是为了专心研究。那么就要有目标。听ta说他们要申请。180名老师当中30名会拿到一个学期或一年的研究假。一定要出书或文章。
我确认了是说在休假期间出书或文章， 还是先有书或文章才才能申请？
ta说：研假时写，假後再出书或文章。因为平时教书没额外的时间写书。
我又追问： 如果假期写不出来或没有完成的话，怎么办呢？
ta说：下次申请就拿不到研假。
具体地，有几下资料：
1.A sabbatical is a rest or break from work. Wikipedia
2.Sabbatical leave is a period in which a person does not report to their job but is still employed by their company. Sabbatical leave is usually taken by employees who want to pursue personal interests, such as studying, traveling, writing, and volunteering.
下面的资料更详细，具体。
1.Definitions and examples of sabbatical leave
A sabbatical is an extended period of time an employee takes away from their professional duties with their employer’s approval. Sabbaticals can be any period of time the employee and employer agree on, but they are always longer than standard employee vacations. They may also be paid or unpaid, depending on the company’s policies. Employees may use sabbaticals to do different activities they cannot do while following their regular work schedules. These activities include:
Traveling, especially overseas
Volunteering, especially on extended projects or in another country
Researching topics of interest or relevance to their career
Studying or training to advance or change careers
Things to consider before adopting a policy
As there are no government guidelines for work sabbatical leave, you should consider how to structure your policy to benefit your business and its employees. The following are just some of the points you should consider before adopting a sabbatical leave policy:
Qualifying years of employment: Sabbatical leave is typically offered to senior employees as a reward for their service. Consider how many years your employees must serve before gaining this privilege. Granting sabbatical leave after five or more years of service is common.
Maximum length of work sabbatical: Consider the maximum amount of time you can run your organization without your employees. You may have a set maximum length or a maximum length that varies depending on years of service. Alternatively, you may encourage employees to negotiate their required time off on a case-by-case basis.
Sabbatical purpose: Some companies permit staff to take a life sabbatical for any purpose, while others only approve leave for certain activities, such as volunteering or study. Consider how sabbatical leave is defined for your company, and state this clearly in your policy.
Paid or unpaid: Consider whether you plan to pay your employees while they are on sabbatical or not. You may pay full wages, a reduced wage or no wage at all depending on your company’s budget. You could also consider paying employees who use their sabbatical to improve their professional skills but offering unpaid sabbatical leave to employees taking time off for personal reasons. Your policy should explain how your business will handle wages and benefits during sabbatical leave.
Required notice: Consider how far in advance an employee should notify you of their sabbatical plans. Two or three months’ notice is common, as this allows time to reassign the employee’s duties, hire any temporary staff if required and perform any necessary training before the employee leaves.
Frequency of sabbaticals: Decide how often employees can take sabbaticals to minimize disruption and maximize connection in your workplace. For example, you might require employees to work for three years or more after taking a sabbatical before requesting another.
Evaluating sabbatical requests: Companies have different procedures for evaluating sabbatical requests. Explain your approval procedure in your policy to maintain transparency.
Employment agreement post-sabbatical: You may also choose to add a clause that requires your employees to work for your organization for a set period after taking sabbatical leave. This prevents employees from taking a sabbatical to gain new skills and taking those skills to another company.
Other obligations: Your company may also like to introduce other obligations that govern how to take a sabbatical. For example, you may require employees to remain available to contact via phone or email during their time away. Outline all obligations so employees know exactly what is expected of them.
Your policy should also make clear that employees on sabbatical must still adhere to company rules, even though they’re not actively working. This means they must respect rules about confidentiality, harassment and data protection, for example.
Closing thoughts about sabbatical leave
Sabbatical leave helps your employees relieve stress, feel rejuvenated and enrich their lives. Many employees gain new experiences and skills that can help them work better when they return to your organization. If you’ve instituted a sabbatical leave policy, you may find that you retain employees longer so they can qualify for this benefit. A sabbatical leave policy can also help you attract new talent by differentiating your company from others.
Introducing sabbatical leave is usually more successful with a clear, detailed and transparent policy. Your policy will ensure your employees understand their obligations while minimizing disruption to your company. Consider how sabbatical leave might work for your organization, and detail all elements of the request, approval and leave process to make your sabbatical leave program successful.
Sabbatical leave FAQs
Read through the following FAQs for answers to questions you may still have about offering sabbatical leave and your sabbatical leave policy:
Is sabbatical leave a right or a privilege?
Sabbatical leave is a privilege you can choose to extend to your employees. As it is not a right, you have the choice to approve or refuse any sabbatical leave requests and make any restrictions on sabbatical leave you like. However, you should always use the same procedure, as outlined in your policy, to review and implement any sabbatical leave so your system is fair for all employees.
What is the minimum length of a sabbatical?
Since a sabbatical should be longer than a standard employee vacation, it should be at least four to six weeks. This period of time allows employees to disconnect from their professional duties and get the full benefits of sabbatical leave. An employee’s may be much longer than this, depending on your organization’s needs and the activities the employee has planned.
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