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 ACA, FMLA, federal, state, and any applicable regulations.
Flextime (Flexible Working Hours)
The College has adopted a Flextime Program to allow any department to permit supervisors to set flexible working hours for employees under authorized parameters if such parameters are operationally feasible. "Comp time" as defined as taking time off in another pay period in lieu of reporting hours and being paid overtime is not permitted in accordance with the Department of Labor.
"Flextime schedule" means a work schedule which includes designated hours during which the employee may, with the approval of the supervisor and under work unit plans approved by the division head, elect an alternative time of arrival for and departure from work. It may also include required days or hours during which an employee subject to the work schedule must be present for work.
Schedules are determined at the departmental level and at the discretion of the supervisor and must be communicated to Human Resources.
- Core hours: Predetermined working hours for staff in each department based on the operational needs.
- Summer hours option: Monday after Reunion Weekend to Labor Day. "Summer Hours" typically means offices close at 4:30 p.m. This change is designated by the supervisor if operationally feasible for the department and the employees. It does not reduce the number of hours an employee is assigned to work per week. However, it allows employees to start their day early or take a shorter lunch period so they can leave 30 minutes earlier and enjoy the summer. Supervisors sets department hours and posts the notification.
Carleton College believes that the contribution of each employee is individually significant but has a multiplier effect as part of the team. For this reason, most of our positions require individuals to work on-site. There are times, however, where a short-term telework arrangement may be acceptable to the College and the employee.
When considering a short-term telework arrangement, the needs of the College must take precedence and should only be allowed when it serves the needs of the department. Any approved telework arrangement is a privilege and not a right, and may be revoked at any time for any reason.
Many positions do not lend themselves to telework. Most positions where individuals report hours worked are not eligible for telework arrangements. Other positions that have significant operations that are related to student support, direct supervision, laboratory/research support, positions that require a physical presence, and/or position that interact with a variety of stake-holders are also not eligible for telework arrangements.
Decisions about the suitability of telework are made in consultation with Human Resources. Employees who are working under a telework arrangement are expected to work the same amount of time per day and per week as their normal schedule. Employees are expected to regularly discuss their ongoing work and teleworking arrangement with their supervisor.