The College observes most national holidays. In addition, most employees have 10 non-duty days during the winter break. The College is also closed for a traditional “Spring-Break” for one week.
Full-time Institutional Support Organization (ISO) non-exempt or exempt College personnel employed on a 12-month basis accrue vacation at the rate of 12 days per year for the first 5 years of service, 1 day per month. The rate then increases to 15 days per year. At 10 years of service, the rate increases to 18 days per year. Vacation leave is accumulative, except that a maximum of forty-four (44) days shall be accrued at the end of any calendar year. A maximum of thirty (30) days shall be paid upon termination, or, if elected, upon DROP enrollment.
Administrative personnel accrue twenty-four (24) days per year, 2 days per month, with a maximum of forty-four (44) days being accrued at the end of any calendar year. A maximum of forty-four (44) days shall be paid out upon termination or if elected, upon DROP enrollment. Executive (Senior Management) personnel accrue thirty (30) days per year, 2.5 days per month with a maximum of sixty (60) days being accrued at the end of any calendar year. A maximum of sixty (60) days shall be paid out upon termination or if elected, upon DROP enrollment.
All full-time personnel accrue one (1) sick day per month and accrue at the end of each month. This leave may be accumulated from year-to-year. Sick leave may also be approved for illness or death of a close immediate member of the family or household, or other close relative.
Employees are also entitled to four (4) personal leave days during each fiscal year, which will be charged to the employee’s unused sick leave. Personal leave days do not accumulate from year-to-year.
Family and Medical Leave Act of 1993, (FMLA)
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The FMLA entitles eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons, or for any “qualifying exigency” arising out of the fact that a covered military member is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. The FMLA also allows eligible employees to take up to 26 workweeks of job-protected leave in a “single 12-month period” to care for a covered service member with a serious injury or illness.
The College defines an absence under the FMLA as an approved absence for eligible employees for up to twelve (12) weeks of unpaid leave per year (based on a rolling twelve (12) month period) measured from the date an employee initially used any FMLA leave for the following reasons:
- On the birth of an employee’s child;
- On the placement of a child for adoption or foster care with an employee;
- When an employee is needed to care for a child, spouse, or parent who has a serious health condition;
- For the employee’s own serious health condition; or
- For the employee because of any qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the employee is on active military duty or has been notified of an impending call to active duty. (May qualify for weeks in addition to the 12 week period)
To be eligible for FMLA benefits, an employee must:
- have worked for the College for a total of 12 months; and
- have worked at least 1,250 hours over the previous 12 months
Employees must use accrued sick leave while on FMLA. FMLA also runs concurrently with any of the following absences:
- worker’s compensation
- short-term disability
- long-term disability
If you are planning an absence for one of the reasons listed above, including a planned surgery, if you have an unexpected absence for one of the reasons listed above, or for more information on Family Medical Leave, please contact the Human Resources office at 239-489-9031.