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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 non-union employees who have a schedule involving a (.46) FTE or above, and Union employees who have a (.50) 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.


Remote Work Guidelines

As a residential, liberal arts college, the workplace culture of Carleton is rooted in collaboration, providing exceptional service, and continued discourse. Maintaining this culture is centered on employees regularly being present on campus or in their regularly assigned workspaces. However, during COVID-19 pandemic, the limitation on the number of remote days per week an employee can work has been temporarily lifted. A remote work arrangement is subject to change dependent on the needs of the college and the changing situation with the pandemic.

Remote work arrangements must be made using a REMOTE WORK AGREEMENT form and require the signature of the direct supervisor and Human Resources. Employees.  Employees are expected to regularly discuss their ongoing work and remote work arrangement with their supervisor.

With the use of technology and appropriate managerial oversight, some staff may be eligible to work remotely but not all positions are eligible to work remotely.  For example, positions related to student support, direct supervision, or academic support; and positions that require a physical presence.

Eligibility for remote work:

  • While working remotely, the employee must maintain performance and productivity standards.
  • The employee’s department must be able to maintain the quality of their services to members of the campus community while allowing the employee to remote work
  • A Remote Work Agreement form must be completed, fully executed, and on file in Human Resources before the commencement of a remote work arrangement (including those that may have had previous remote work arrangements).

General Expectations for Remote Work Arrangements

  • Employees who remote work must comply with all Carleton policies, procedures, and guidelines as well as all applicable city, state, and federal laws. Including, but is not limited to, Family Educational Rights Act (FERPA), Health Insurance Portability and Accountability Act (HIPAA), the Fair Labor Standards Act (FLSA) and Occupational Safety and Health Act (OSHA)
  • Employees must safeguard college information used or accessed during remote work and abide by the Responsible Use of Technology Agreement. Employees should only access college data while using Carleton’s Virtual Private Network (VPN).
  • Employees who remote work are expected to follow their regularly scheduled and approved work hours (determined by the department), to be fully accessible during those hours, and to attend scheduled virtual meetings.
  • Non-exempt employees are required to adhere to required rest and meal breaks, to report their work hours accurately and timely, and to obtain prior approval before working any overtime.
  • Remote work arrangements are not intended to permit staff to have time to work at other jobs, provide dependent care or care for others during work hours, or run their own businesses.
  • Employees are responsible for maintaining a safe workspace including ensuring and providing ergonomic office furnishings for remote work location at their own expenses.
  • Supervisors should review remote work arrangements at least annually in July.


Last revised September 1, 1997
For Staff
Keywords: flexible, flex, flextime, flexband, bandwidth, schedule, summer, telework, telecommute, telecommuting

Last Reviewed: Nov 3rd, 2020

Maintained by Human Resources