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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.

Floating Holidays


All regular, benefit-eligible employees are eligible to receive up to three floating holidays per year.


Floating Holidays Eligibility and Maximums by Employee Group Accrual Rate Total Floating Holidays annual accrual for Full-Time Employee Maximum Balances for Full-time Employee Maximum Negative Balance Allowed for Full-time Employee
Bi-weekly (Non-Exempt, Non-Union) .0116 per hour paid 3 days 48 hours (6 days) 12 hours (1.5 days)
Monthly (Exempt) .25 days per month 3 days 6 days 1.5 days

Floating holidays are 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 floating holidays during their paid employment period. Staff positions are budgeted for the appointment period only and therefore there are no funds available for paid leaves outside of the appointment period.

When an employee reaches the maximum balance, their 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 floating holiday time utilization using actual time verses rounding to 15 minute increments on their web-time entry electronic timesheet.

Monthly employees must electronically record utilization of floating holidays 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 accruals before they are earned (negative balance) is in response to the cyclical work of many offices around campus that may dictate when an employee can schedule time off. 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 floating holidays policy, supervisor approval is required before an employee can use unearned time off.

Unpaid leave

Employees may, with supervisor approval, take the option of unpaid leave in lieu of vacation, sick pay or floating holiday 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 floating holidays balances will be paid out to the employee. Any negative floating holidays balance will be deducted from the employee’s final pay check.

Last revised July 16, 2015
For Staff
Keywords: floating, holiday

Last Reviewed: Jul 19th, 2017

Maintained by Human Resources