Employment & Benefits
This section provides an overview of many benefits available to exempt and non-exempt 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.
Jury Duty, Election Judging, American Red Cross
Regular employees called to jury duty or who serve as a volunteer as an Election Judge or for the American Red Cross will retain all rights and privileges as College employees while on such duty. Therefore, the College will supplement pay so that in total, employees will receive 100% of their regular salary. If paid for their services, employees are required to turn in the check they receive to the cashier in the Business Office. Employees may keep the portion of the check received for mileage. American Red Cross employees who have been requested to be certified disaster service volunteers, with the authorization of the employee’s supervisor, may be granted a leave not to exceed ten working days in each fiscal year. The amount of Civic Duty pay is calculated based on the employee’s budgeted weekly hours. Employees must notify their immediate supervisor at least two weeks prior to their need to use this leave. Questions on eligibility should be directed to Human Resources.
An employee subpoenaed to appear on behalf of the College in court during work hours will be paid for his or her normal scheduled work hours. Time off for subpoenas by other entities is unpaid; however, a staff member may use accrued vacation or floating holiday time to cover the absence.
Employees who are not able to vote outside of their work hours are permitted paid leave for the time necessary to appear at the employee’s polling place, cast a ballot, and return to work on the day of the election. Elections covered are state primaries, general elections, United States Senator/Representative or State Senator/Representative.
Hours used for the above should be noted in Web Time Entry as Civic Duty under the “Other Time Types” drop down.