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

Select a Policy to jump to: Annual Leave Policy for Staff Anti-Retaliation Policy Background Checks Civic Duty Conditions of Employment Confidentiality Domestic Partners and the College Benefit Program Driving Privileges Earned Sick and Safe Time Employee Benefits Employee Family Relationships Enrollment in Course of Instruction Extended Illness Reserve (EIR) Federal Social Security and Medicare (FICA) Financial Planning Reimbursement FlexWork Policy Fraud Genetic Information Nondiscrimination Act (GINA) Global Travel for Carleton Employees and Students Holidays & Winter Break Job Postings/Upward Mobility Program Leaves of Absence Mobile Phones Moving Expense Reimbursements Open Enrollment (Renewal Option) Outside Employment Pay and Hours Personal Appearance Personnel Practices Review & Procedure Procedures for Additional Compensation Retirement Criteria Retirement Plan Sick/ESST Leave Summer Student Research and Employment Tuition Wage Disclosure Protection Workers' Compensation

Sick/ESST Leave

Sick/ESST Leave for Benefit-Eligible Staff

Carleton College is committed to supporting our employees’ well-being. This policy outlines our guidelines for earning and using sick and safe time, which not only complies with Minnesota’s Earned Sick and Safe Time (ESST) law but also provides additional sick leave benefits. All benefits-eligible employees, including full-time, part-time, and temporary staff, are eligible to accrue and use Sick/ESST.

2. Accrual

Employees with an FTE of .46 or greater will accrue one hour of ESST for every 30 hours worked, up to a maximum accrual of 64 hours per year.

• Immediate Access: No waiting period exists to use your sick time. As soon as you earn it, it’s available for you to use.
• Maximum Accrual: You can build up a maximum balance of 260 hours of Sick/ESST.
• Accrual Pause: Once your balance reaches the 260-hour maximum, you will temporarily stop accruing Sick/ESST. Your accrual will resume once you use some of your time and your balance drops below the maximum.
• Transfer: Any Sick/ESST hours that you would have accrued but couldn’t because you were at the 260-hour maximum will automatically be transferred to your Extended Illness Reserve (EIR) until your EIR account reaches the maximum balance.

3. Use of Sick/ESST

Sick/ESST can be used for the following reasons:

• • Employee’s Health: To care for your own physical or mental illness, injury, or health condition; to get a medical diagnosis, care, or treatment; or to receive preventative medical care.
  • Family Member’s Health: Up to 80 hours per year can be used to care for a family member for the same reasons listed above. A family member includes a child, stepchild, foster child, adult child, legal ward, spouse, sibling, parent, stepparent, foster parent, parent-in-law, grandchild, grandparent, spouse’s grandparent, or a person who lives in the same household and has a close association equivalent to a family relationship.
  • Safety and Domestic Violence: To seek assistance for yourself or a family member due to domestic abuse, sexual assault, or stalking. This includes seeking legal aid, medical attention, or counseling.
  • School or Care Closure: To care for a child when their school or place of care is closed due to weather or public emergency.
  • Public health: When a health authority or health care professional determines that the employee or a family member is at risk of infecting others with a communicable disease.
  • Bereavement: To make funeral arrangements, attend a funeral service or memorial, or address financial or legal matters that arise after the death of a family member.

• Minnesota PFML: Employees may, but are not required to use Sick/ESST to supplement the benefits available under the Minnesota Paid Family Medical Leave (PFML) program.

4. Requesting Leave

Employees should request Sick/ESST in Workday.

• Employees can use Sick/ESST in increments of 15 minutes. 
• If the need is foreseeable, employees must provide at least 7 days’ notice. If unforeseeable, notice must be given as soon as is practicable.
• Employees may be required to provide reasonable documentation to Human Resources for absences of two or more consecutive scheduled work days or if a “pattern of misuse” of Sick/ESST is suspected.

5. Payment of Earned Sick and Safe Time

Sick/ESST is paid at the employee’s regular rate of pay. Accrued Sick/ESST will not be paid out at the time of an employee’s termination.

See also: Earned Sick and Safe Time

Last Revised: December 23, 2025

For: Staff

Last Reviewed: January 23, 2025

Maintained by: Human Resources

List all Policies & Guidelines for Employment & Benefits