The vacation entitlement schedule is based on years of service. Full-time staff employees with continuous service accrue:
First 5 Years
1 day of vacation leave for each calendar month.
Next 5 Years
1¼ days of vacation leave for each calendar month.
Over 10 Years
1½ days of vacation leave for each calendar month.
Full-time employees accrue one sick day per month. Sick leave shall be cumulative from year to year. If an employee leaves the college, pay-out for sick leave follows college guidelines as outlined in
Board Policy #6Hx-18-5.021
Employees may use up to four leave days during each fiscal year. Personal leave is charged to the employee’s unused sick leave time. Personal leave days do not accumulate from year to year. For further information refer to
Board Policy #6Hx-18-5.09
Sick Leave Pool
The Sick Leave Pool is intended to be used by eligible employees to assist in covering the gap between the exhaustion of all accumulated paid leave and the 90-day waiting period until long-term disability insurance benefits may become effective. Any full-time employee shall be eligible for participation in the Pool provided that the employee has been employed with the college for one (1) year and has accumulated 40 hours of unused sick leave after the employee's donation to the Pool. Participation in the Pool is voluntary. A member of the Pool can request time from the Pool in full day increments, if he/she cannot return to work because of a serious health condition, as defined under the Family and Medical Leave Act (FMLA), and the employee has exhausted all accrued leave.
As outlined in
Board Policy 6Hx-18-5.031
, eligible full-time employees may submit a Sick Leave Pool Enrollment Form during open enrollment which occurs in the month of October each year. Details regarding the program can be found in the Sick Leave Pool Procedures. In order to request time from the Pool, participants need to complete the Sick Leave Pool Request Form and submit it to the Office of Human Resources with the required medical documentation.
Family Medical Leave
The College will grant up to 12 weeks of family medical leave to eligible employees within a 12-month period. Employees are eligible if they have worked for the College for at least one year and have worked at least 1,250 ours during the past twelve months. Employees may use FML on a continuous or intermittent basis during the 12-month period that begins o the first date that the employee uses FML. During Family Medical Leave, the College will continue to provide medical, dental, and basic life insurance coverage a the same level of contributions and benefits as before the leave. FML usage will be concurrent with other pay leave and all paid leave must be used before unpaid leave is granted. For further information refer to
Board Policy #6Hx-18-5.131
Extended Medical Leave of Absence
A full-time non-unit employee may be granted an Extended Medical Leave of Absence for up to six months. A full-time bargaining unit member may be granted an Extended Medical Leave of Absence in accordance with the collective bargaining agreement. Such leave will include any Family Medical Leave for which the employee is qualified to receive. Family Medical Leave rules as described in board rule
Board Policy #6Hx-18-5.131
will apply during any period of time when an Extended Leave of Absence and Family Medical Leave are concurrent. For further information refer to
Board Policy #6Hx-18-5.13
Illness In Line of Duty Leave
Full-time employees may be granted up to five leave days for an on-the-job illness or injury covered under workers' compensation, as determined by the workers' compensation physician. Eligible employees may be granted five illness in the line of duty days only once per injury or illness in a calendar year. These leave days are intended to pay for time lost during the wait period until workers' compensation payments begin. For further information refer to
Board Policy #6Hx-18-5.07
Leave for Court Purposes
Full-time or regular part-time employees who are summoned as a member of a jury panel or subpoenaed as a witness, not involving litigation in which the employee is principal, will be granted leave with pay, and jury/witness fees will be retained by the employee. The College will not reimburse the employee for meals, lodging and travel expenses incurred while serving as a juror. If an employee is subpoenaed in the line of duty to appear in court as a witness or defendant for a College related matter, the time in court is considered a part of a normal work assignment. The employee shall be paid per Diem, if eligible, and travel expenses. In no case shall leave with pay be granted for court attendance when an employee is engaged in personal litigation in which the employee is a principal; however, an employee may be granted vacation or personal leave in such cases with the approval of the President or designee.
Board Policy #6Hx-18-5.38
Educational Leave for Non-faculty Employees
Board Policy #6Hx-18-5.371
Professional Leave and Extended Professional Leave
Board Policy #6Hx-18-5.39
Board Policy #6Hx-18-5.08