SUPPORT STAFF APPENDIX
EXTENDED ILLNESS BENEFIT (EIB)
EIB is intended solely to provide income protection in the event of illness or disability, acting as a short term disability plan for the employee. EIB may also be used to care for an employee’s child (under the age of 18), or to care for another member of the immediate family, who is unable to care for him/herself. Immediate family for this policy includes your spouse or parents permanently residing in your home. A full-time employee working 2080 paid hours will receive 96 hours on an annualized basis (.046154 per hour). The maximum accrual of EIB hours is 1040. EIB amounts are based upon a maximum of 40 hours worked each week. Actual hours worked and any paid leave taken will count towards the 40 hours. If an employee works fewer than 40 hours in the week and doesn’t take any paid leave, the employee will receive EIB hours credited on a pro-rated basis. EIB hours have no monetary value upon separation of employment.
To take time off for a death of a loved one, Support Staff are paid through the Planned Time Off program. Incorporating this leave into the PTO program recognizes the diverse definitions of family. Leave taken will be deducted from the employees PTO balance.
Employees who are required to work on the actual holiday of New Year’s, Easter, Memorial Day, Independence Day, Thanksgiving Day and Christmas Day will receive time-and-one-half compensation for that day’s work will be eligible to take a day off at another time.
Labor Day is not observed as an official holiday.
Employees with a full-time equivalency (FTE) of 1.0 will receive 8 hours of pay for holidays. Those employees with an FTE less than 1.0 will receive pro-rated holiday pay, based on the normal hours scheduled for that position. On-call, Temporary, and employees with less than a 0.50 FTE will not be paid for holidays.
The College will announce five floating days during Christmas break and Spring which are generally non-peak periods for departments. When the department identifies this as a non-peak period, employees are expected to take time off during this time and record as PTO.
On the rare occasions when the College closes, there are essential services that must continue to be available. When non-exempt, essential employees are expected to report to work duringa closure, their time will be handled in the following manner.
Time worked during the closure will be recorded as “REG” regular time. The payroll system will calculate overtime pay if the employee works over 40 hours during the identified work week (Sunday through Saturday).
Employees identified as essential, and who worked, will receive up to 8 hours of time off at another time. To record this additional time off, use “HBK”, which will bank the hours for later use. When the employee takes the time off, record “HBU”, which draws from the banked hours.
Time off will need to be coordinated with the direct supervisor.
Employees who did not report to work will be paid based on their normal work schedule for that day. Hours should be recorded as “CLS” closure. (This is a new code that is being set up in Banner)
Non-benefitted employees will be paid for any time worked. No additional day off with pay will be provided.
On the rare occasions when the College closes, there are essential services that must continue to be available. When exempt essential employees are expected to report to work during a closure, their time will be handled in the following manner.
Employees required to work will receive up to 8 hours of time off at another time. This will be recorded as “HBK”. To record taking this time off, the employee will use “HBU”. Time off will need to be coordinated with the direct supervisor.
Employees who did not report to work will be paid based on their normal work schedule for that week. No additional recording is required.
Time Reporting Examples
- Essential employee worked 14 hours during the closure.
Normal schedule on Tuesday was 8 hours. REG: 14 hours; HBK: 8 hours
- Essential employee worked 5 hours during the closure. Normal schedule on Tuesday was 8 hours. REG: 5 hours; CLS: 3 hours; HBK: 5 hours
- Employee did not work. Normal schedule on Tuesday is 6 hours. CLS: 6 hours
- Employee was not identified as essential employee and worked 3 hours during closure. Normal schedule on Tuesday was 8 hours. REG: 3 hours; CLS: 5 hours
All employees of the College participate in performance appraisals, which typically occur after 90 days of service and approximately once a year thereafter. The appraisal consists of:
- An appraisal form completed by your supervisor.
- A review of the position description.
- A review of the objectives from the prior year.
- Objective setting for the next year.
- A discussion of the above items with your supervisor.
The appraisals are designed to highlight your strong areas and also point out areas that need improvement. It is hoped that conversations with your supervisors will have a positive effect on the work relationship.
Employee development opportunities are offered through instructor-led and on-line courses. Opportunities are announced periodically. Information Technology Services staff are available to provide computer training courses.
Atomic Learning is an online technology training and professional development tool. Tutorials for 21st Century skills are available 24/7. Access this valuable tool in C-port by clicking on the Atomic Learning icon.
Employees may participate in relevant workshops, seminars and conferences off campus with approval of their department head.
SEPARATION OF EMPLOYMENT
Concordia College recognizes Minnesota’s state law giving employees and the College the right to terminate the employment relationship at any time and for any reason, with or without notice.
Employees separating employment will be paid for any accrued, unused Planned Time Off as part of the final paycheck. There is no payout of Extended Illness Benefit.
A complete copy of the Concordia College policy on Employment Separation may be found on-line.
OTHER LEAVE OF ABSENCE (not FMLA)
Occasions may arise when you need time off from work because of unusual circumstances or for personal reasons. At that time, you may request permission from your supervisor to take an unpaid absence. Unpaid absences are limited to five working days per year.
Each request will be considered individually, taking into account your work record, length of service, nature of the request and work needs of the department. Generally, at least one year of service for those employed on at least a half-time basis is required. It must be approved by your supervisor and the director of Human Resources.