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.
Employment & Benefits
Floating Holidays
Eligibility
All regular, benefit-eligible employees are eligible to receive up to three floating holidays per year.
Schedule
| 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 |
|---|---|---|---|
| Bi-weekly (Non-Exempt, Union) | .0116 hour per hour paid | 24 hours | 48 hours |
| Monthly (Exempt) | 2 hours per month | 24 hours | 48 hours |
Benefits begin accruing on the first day of employment. 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. Employees do not accrue floating holiday hours during an unpaid leave or a Paid Parental Leave.
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.
Staff will request absences using ”Request Absence” in Workday. When requesting absences, non-exempt staff should record time utilized in ¼ hour increments (i.e. .25, .50, and .75) and exempt staff should record time utilized in one-hour increments. Employees who are unable to work their scheduled weekly hours are expected to record approved absence accruals to cover all time missed. Employees must record absences in the pay period in which they occurred and failure to do so may result in negative absence plan adjustments and/or disciplinary action.
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. Negative balances are not allowed for floating holidays.
Unpaid leave
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. To ensure compliance with labor laws, unpaid leaves in excess of three days for non-exempt staff and all unpaid leaves for exempt staff require prior approval from Human Resources.
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.
Separation of Employment and Accruals
Upon voluntary separation (minimum of two weeks notice) employees are eligible to receive time off accruals eligible for payout.
Last Revised: July 16, 2015
For: Staff
Last Reviewed: October 29, 2021
Maintained by: Human Resources