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.
All regular, benefit-eligible employees will accrue paid vacation time. The supervisor will review and either approve or deny each vacation request to ensure operational needs are met. There is no waiting period for staff to use allotted vacation days, however, prior supervisor approval is required. The amount of vacation is pro-rated for all staff members working less than full-time or less than 12 months in the year.
|Vacation Eligibility and Maximums by Employee Group||Accrual Rate||Total Vacation for Full-Time Employee||Maximum Balances for Full-time Employee||Maximum Negative Balance Allowed for Full-Time Employee|
|Bi-Weekly (Non-Exempt, Non-Union)|
|At start of employment||.0385 per hour paid||2 weeks||160 hours||1 week|
|Upon completion of the 5th year||.0577 per hour paid||3 weeks||240 hours||1.5 weeks|
|Upon completion of the 10th year||.0770 per hour paid||4 weeks||320 hours||2 weeks|
|1.67 days per month||4 weeks||40 days||2 weeks|
Vacation time is accrued at the end of each pay period based on the employee’s current accrual rate, the number of hours worked (excluding over-time) and/or the employee’s budgeted FTE.
Staff working less than 12 months must use their vacation during their paid employment period. Staff positions are budgeted for the appointment period only and therefore there are no funds available for paid vacations outside of the appointment period.
When an employee reaches the Maximum Balance, their vacation accruals will cease until their balance drops below the maximum. Carry-over maximums are equal to maximum balances.
Bi-weekly employees are to record their vacation time utilization using actual time verses rounding to 15 minute increments on their web-time entry electronic timesheet.
Monthly employees must electronically record vacation utilization on the HUB. The Fair Labor Standards Act requires exempt leave reporting in no less than half-day increments. Timely reporting of exempt leaves is encouraged, and adjustment to leave balances will not be made due to late reporting.
The purpose for allowing employees to use vacation before it is earned (negative balance) is in response to the cyclical work of many offices around campus that may dictate when an employee can use vacation, sometimes before they have earned it. It is not the College’s intent for employees to carry a negative balance for an extended period of time, and like other aspects of the vacation policy, supervisor approval is required before an employee can use unearned vacation time.
Employees may, with supervisor approval, take the option of unpaid leave in lieu of vacation or sick pay for hours not worked in cases where the employee does not have a substantial amount of leave accrued. This option is intended for absences not covered under FMLA, and should be of limited duration.
Employees do not accrue leave for hours of unpaid leave, and if the employee’s paycheck is diminished by unpaid leave such that the total is not sufficient for standard benefit deductions, it is the responsibility of the employee to make payment arrangements.
At separation, accrued vacation balances will be paid out to the employee. Any negative vacation balance will be deducted from the employee's final pay check.