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
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|
|Bi-weekly (Non-Exempt, Union)||.0116 per hour paid||3 days||48 hours (6 days)|
|Monthly (Exempt)||.25 days per month||3 days||6 days|
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.
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. For partial days worked, if an employee misses less than 2 hours of work in a day they do not need to report the time off, if they miss between 2-6 hours in a day they should report half-day of floating holiday, if they miss more than 6 hours they should report a full day of floating holiday (if part-time exempt, prorate based on FTE). Timely reporting of exempt leaves is encouraged, and adjustment to leave balances will not be made due to late reporting.
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.
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.
Upon voluntary separation, accrued floating holidays balances will be paid out to the employee.
Last Revised: July 16, 2015
Last Reviewed: October 29, 2021
Maintained by: Human Resources