The college does its best to permit all regular employees to receive each of the college's recognized holidays as a day off with pay. Temporary employees are ineligible for holiday benefits.
The following are the college's nine official paid holidays:
*If you are not scheduled to work your regular work schedule during the workweek in which this holiday occurs, you are not eligible for this holiday benefit.
**This is a float holiday for Dining Services staff members.
When an official, paid holiday falls on a Sunday, the Monday following is observed as a holiday. When a holiday occurs on Saturday, the preceding Friday is observed as a paid holiday.
While Martin Luther King Jr. Day and Labor Day are recognized as holidays, classes are held. Therefore, some offices that provide services to students remain open. These offices should be minimally staffed. Supervisors are responsible for rotating the staff who work on holidays to achieve equity.
Floating holidays: The number and dates of floating holidays are determined by the executive administration and are not subject to individual employee preference. While the college is closed during the floating holidays, it may be necessary for support services to be provided. Supervisors are responsible for rotating the staff who work on holidays to achieve equity.
If you are on an unpaid leave of absence for any reason other than FMLA, you are ineligible for holiday benefits for holidays that are observed during the period you are on leave.
Support Staff (non-exempt):
If you are a part-time employee, your holiday pay will be based on the number of hours for which you are regularly scheduled to work that day. This means if you are regularly scheduled to work 6 hours on a holiday, you will receive 6 hours of holiday pay.
If you are a regular full-time employee, you will receive 8 hours of straight pay as holiday pay.
If you meet the basic eligibility requirements but your regular work schedule for the workweek in which a holiday occurs does not require you to work on that holiday, you will still receive holiday pay. The number of hours will be based on your regular workweek. In other words, if you are scheduled to work a 30-hour week, you will receive 6 hours of holiday pay, and if you are full-time, you will receive 8 hours of holiday pay.
If you are required to work during the holidays, you will be paid your regular holiday pay according to standard college policy. Then, for the actual hours worked on that day, you will be paid an additional 1.5 times your regular rate of pay.
Regular employees are eligible to earn paid vacation time. Temporary employees are ineligible for vacation benefits.
When employees terminate employment, the employee will receive vacation pay based upon the amount of vacation earned through their last day worked. Employees cannot use vacation to extend employment beyond their last day worked.
Vacation time is credited annually on July 1. Employees beginning work after July 1 receive a prorated portion of vacation time for the remainder of the fiscal year. Vacation credited on July 1 must be taken within 18 months or it will be forfeited. The number of days that you have used will be tracked by you and your supervisor. You must consult with your supervisor regarding when you take your vacation.
You will not receive extra monetary compensation in lieu of vacation time. When an official college holiday falls within the vacation period, you will be paid for the holiday and will not be charged with a vacation day. If you become ill during your vacation, you cannot charge the time you are ill to sick leave.
Your vacation will be prorated upon termination. You will receive pay for unused vacation.
The following schedule is based on a 5-day workweek:
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Regular employees are eligible to earn paid vacation time. Temporary employees are ineligible for vacation benefits.
When employees terminate employment, the employee will receive vacation pay based upon the amount of vacation earned through their last day worked. Employees cannot use vacation to extend employment beyond their last day worked.
Employees earn paid vacation time for the hours they actually work, excluding any overtime hours. As a new employee, you become eligible to take vacation time only after you have completed your probationary period. At that time you are eligible to take only the portion you have earned and that has been credited. You will be given credit at the end of each pay period for the number of vacation hours you have earned during that pay period. The number of hours that you have earned will be listed on your pay summary. Credited vacation must be taken within 18 months of when credited or it will be forfeited.
You must consult with your supervisor as to when you may take your vacation. Vacation time may be used in 15-minute increments with a minimum of 30 minutes initially. You will not receive extra monetary compensation in lieu of vacation time. When an official college holiday falls within the vacation period, you will be paid for the holiday and will not be charged with a vacation day. If you become ill during your vacation, you cannot charge the time you are ill to sick leave. You continue to earn vacation time while you are in paid status.
You will be paid for any unused vacation upon termination.
The following schedule is based on a 40-hour workweek:
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If you are unable to work because of illness, you are required to notify your supervisor by the time you are expected to report to work.
If you have been seriously ill, a physician's statement may be required before permitting you to return to work. This precaution is for your well-being as well as that of fellow employees.
When you must be absent because of illness, you should report the absence to his/her department head or office. Your salary will not be affected if the illness(es) are infrequent and of short duration.
If you are unable to work because of illness, you are required to notify your supervisor by the time you are expected to report to work.
If you have been seriously ill, a physician's statement may be required before permitting you to return to work. This precaution is for your well-being as well as that of fellow employees.
Regular employees are eligible to earn paid sick leave beginning with the first day of work. Temporary employees are ineligible for sick leave benefits.
The purpose of paid sick leave is to assist you when you are ill, not to allow for extra time off for other reasons. The college expects you to utilize the sick leave privilege only for its intended purpose. For example, you are permitted to use sick leave for a doctor's appointment or when a spouse, domestic partner, child, parent, or parent-in-law is so ill that the presence of an adult member of the family is required. However, you should only do this if it is absolutely necessary.
Sick leave is credited after it is earned. You will be given credit at the end of each pay period for the number of sick leave hours you have earned during that pay period. You will earn .0462 hours of sick leave for each hour you work. The number of hours that you have earned will be listed on your pay summary. Sick leave may be used in 15-minute increments with a minimum of 30 minutes initially. You continue to earn sick leave while you are in paid status. You do not earn sick leave when you are working overtime. When you take sick leave, you continue to earn your regular pay and accrue all benefits. Note, however, such leave does not count as actual time worked in calculating overtime.
Unused sick leave may be accumulated to a maximum benefit of 1,040 hours (6 months). It takes a regular full-time employee a minimum of 11 years to accumulate the maximum benefit.
When sick leave is taken as a result of an injury which can be compensated under Workers Compensation, your paid sick leave accumulation will be charged for only that portion of the time off from work which is not compensated under Workers Compensation.
You are eligible to convert accumulated sick leave after your first anniversary date. The first conversion will occur on your first year anniversary date. Following your first year anniversary all conversions take place once a year, on July 1 only.
Full-time employees must have accumulated at least 48 hours of unused sick leave credit as of July 1 or their first anniversary date. Part-time employees must have accumulated their proportional amount of the 48 hours of sick leave credit as of July 1 or their first anniversary date. If you have the required minimum amount of sick leave credits on the conversion date and you are a full-time employee, you will have 24 hours converted to personal leave credits. Part-time employees will receive a proportional amount of the 24 hours.
If at any point your sick leave bank is used up and the personal time allotment has unused hours, the personal time will be transferred back into paid sick leave credits.
If you have not used all your personal time on June 30, only the amount of sick leave necessary to bring your personal time total back up to 24 hours will be transferred from accumulated sick leave.
Personal time may be used in 15-minute increments with a minimum of 30 minutes initially. Personal time may be used for any personal business.
The college understands the importance of family issues and recognizes that you may find it necessary to leave your job for a temporary period to address certain family medical responsibilities or your own serious illness.
Family leave is for the birth, adoption, or foster care placement of a child and the care for a spouse, child, or parent of the employee if that individual has a serious health condition.
Medical leave is for a serious health condition of the employee that renders the employee unable to perform his or her job functions.
A complete description of the Family Medical Leave Act policy, procedures, and eligibility requirements is available here.
If you are a regular employee, you are eligible to take paid time off in the event of a death in your immediate and extended family.
In certain unusual cases, unpaid personal leaves of absence may be granted. You should discuss such a leave with your supervisor before making formal application with the Office of Human Resources.
If you are drafted or called to active duty by the U.S. military services, the college will grant you an extended leave of absence without pay.
You are required to return to your job at the college within 90 days of your discharge to retain your job or a comparable position at the college.
Your insurance benefits will remain in effect during your leave of absence for military service. You must make arrangements with the Office of the Treasurer or the Office of Human Resources to pay premiums for any family coverage in which you are already enrolled.
If you are a member of the National Guard or a reserve component, you are eligible for an annual two-week training leave of absence without pay. You may apply vacation pay to this leave.
You do not accrue vacation time and sick leave during an unpaid leave of absence for military service.
If you are called for jury duty, you will receive your regular pay for the time you are absent from work. You are required to give the earnings you receive from the court to the Office of the Treasurer. You may keep all funds paid to you by the court for mileage.
You may request release time for purposes of donating blood during any official college blood drive. The amount of released time must not exceed the total amount of time required to give blood and should include your morning or afternoon rest period.
The college encourages its employees to exercise their privilege to vote.
The college requests that you vote prior to work or after work. However, you are to be aware of Iowa's voting law: If you are eligible to vote and you do not have three consecutive hours during the time the polls are open in which to vote, you are entitled to time off from work to vote. The employer is required to give time off only for the portion of time that is necessary to give the employee a full three consecutive hours of non-working time during the poll's open hours. If you cannot vote prior to work or after work because of your work schedule and the law applies to you, you are to make an application to the Office of Human Resources in writing prior to election day. The college will then designate the period of time that you may be away from work to vote. This time will be designated as paid time off, and there will be no deduction from your pay.
An employee may request occasional time off without pay for acceptable reasons. Such requests must be made to the supervisor, in advance of the absence, and will be granted if the absence does not unduly interfere with departmental work.