Employment & Benefits
This section provides an overview of many benefits available to faculty and staff. In the event of conflict between the overview provided in this handbook and the plan document or insurance plan, the plan document or insurance plan will govern. Complete descriptions are not possible in the handbook; employees should contact Human Resources for specific plan details. The Labor Agreement governs in the case of Union employees in all aspects of this section. Regular employees who have a schedule involving a (.46) FTE or above are eligible to participate in the College’s benefit programs.
Carleton College will comply with all applicable laws such as FMLA, federal, state, and any applicable regulations.
Sabbatical Leaves and Leaves of Absence
Under normal conditions, tenured and tenure-track members of the teaching faculty and full-time faculty in the Department of Physical Education, Athletics, and Recreation in all academic ranks are eligible to apply for sabbatical leaves on Schedule I or on Schedule II below.
- One term at full salary and benefits after nine terms of service at Carleton; or
- Two terms at full salary and benefits after eighteen terms of service at Carleton.
- One term leave at full salary and benefits after twelve terms of service with one-course release during the twelve terms. Eligibility for a one-course release requires at least six terms of service; or
- Two terms leave at full salary and benefits after twenty-four terms of service with two one-course releases during the twenty-four terms. Eligibility for the first one-course release requires at least six terms of service, and the second requires at least fifteen terms of service. The first and second course releases cannot be in the same term.
All faculty members anticipating a sabbatical leave must receive prior approval of the schedule and the precise timing of the leave by the dean and the department chair, after appropriate discussion. Attention will be given to the needs of the department's and College's academic programs.
If a faculty member teaches less than full-time, leave eligibility will be determined according to the above schedules but with salary and benefits prorated to be proportional to his or her full-time equivalent level of service over the period since the last sabbatical leave.
Up to three extra terms taught before a sabbatical leave but not required for eligibility will be carried over and credited toward the next sabbatical. Faculty members who defer their sabbatical leaves at their own choice beyond three terms will lose the accumulated time beyond this maximum. But faculty members who are requested in writing by the College to defer their leaves because of exigencies within the department or College will receive credit toward subsequent leaves for the time that the sabbatical leave is deferred. A faculty member will normally teach six consecutive terms between leaves of absence, including sabbatical leaves.
It is understood that sabbatical leaves may be expanded by additional unpaid leaves of absence on the basis of proper arrangements with the dean and department chair. A leave of absence for more than two consecutive academic years will normally not be approved. Requests for sabbatical leaves to pursue work toward an advanced degree will usually not be considered. Both sabbatical and unpaid leaves are subject to the approval of the Board of Trustees. Sabbatical credit does not accrue while a faculty member is on leave from the College.
Application forms for sabbatical leaves and unpaid leaves of absence are available on the dean of the college Web site.
For faculty on the payroll for at least half-time for the year (including sabbatical pay or internally funded leaves such as Faculty Development Endowment grants), the College will continue to pay its share of fringe benefit costs (with salary-based benefits pro-rated for actual salary paid) throughout the year. If a one-term sabbatical or other internally funded leave is combined with two terms of unpaid leave within a given academic year, the College will continue to pay its share of fringe benefit costs for the salaried term only; the faculty member will be allowed to pay the total benefit costs, if desired, for the terms of leave without pay to continue the benefits. If unpaid leave for more than half of the academic year is supported by an outside grant that does not support payment of faculty benefits, the faculty member should apply to the dean of the college to ask for College assistance with benefits, to be covered by discretionary funds.
Applications for funds from outside sources for assistance during a leave of absence, including applications for fellowships, should be discussed with the dean of the college prior to submission of a formal proposal. The dean of the college and Corporate and Foundation Relations will assist faculty members in preparing applications or in making special presentations for foundations that may be able to provide financial assistance.
The nature of replacements for those on sabbatical leave will be determined by the department in consultation with relevant interdisciplinary programs and the dean. In the case of one-term sabbatical leaves, departments will normally attempt to make replacements from within.
Adopted by the Board of Trustees on June 15, 2000.