Employees must accurately report and record leaves and absences in the College’s time reporting and payroll systems. All leave time taken by employees is subject to advance approval by the immediate supervisor unless otherwise indicated. Employees must use all their accrued vacation and sick leave before using any leave of absence without pay as described in Administrative Rule 4.0503.05, Leave Without Pay.
I. Vacation Leave
- If an employee moves from a non-accruing position to an accruing position, the prior years of employment do not count towards determining the rate at which they now accrue leave. However, if a full-time faculty member moves into a position that accrues vacation, their years of prior full-time faculty service will count toward their vacation accrual rate in the new position and they will not be subject to a 90-day waiting period for using accrued vacation.
- Employees must work or be in a paid leave status for 50% of the scheduled hours in a pay period in order to accrue vacation leave. In general, this means that employees paid on a monthly basis must work 80 hours during the pay period before they accrue vacation leave for that month and employees paid on a biweekly basis must work 40 hours during the pay period before they accrue vacation leave for that biweekly period.
- If an employee changes positions from a vacation accruing classification to a non-vacation accruing classification the employee will be paid the vacation leave accrual for which they are entitled unless the change in positions is for a temporary period of 2 months or less.
- If an employee leaves a vacation-leave accruing position, then returns to such a position within one year:
- the employee will be subject to a 90-day waiting period for using vacation accruals and,
- the employee’s prior years of service in a vacation-leave accruing position will be applied toward their accrual rate. Therefore, the employee will continue to accrue at their previous accrual rate.
II. Sick Leave
- An employee using sick leave should inform their supervisor as soon as reasonably possible. If the timing of such leave is discretionary, the employee should make a reasonable effort to schedule such leave as to minimize the disruption of departmental and ACC operations.
- If an employee has a sick leave-eligible event during the work day and must leave work, the employee shall use sick leave.
- A supervisor may approve an alternative type of paid leave if an employee has no sick leave available, provided the employee has an FMLA-qualifying absence. If the absence is not an FMLA-qualifying absence, it will be treated as a leave of absence without pay and the employee may be subject to disciplinary action.
- Employees must work or be in a paid leave status for 50% of the scheduled hours in a pay period in order to accrue sick leave. In general, this means that employees paid on a monthly basis must work 80 hours during the pay period before they accrue sick leave for that month.
- If an FMLA-eligible employee uses sick leave for three (3) or more consecutive work days for an FMLA-qualifying reason, the employee must submit FMLA paperwork to secure their employment. See Administrative Rule 4.0503.04, Family and Medical Leave for more information.
- Full-time faculty members should notify their department chair if they will be absent due to illness. The department chair is responsible for ensuring that a substitute covers the classes. Faculty must enter their actual work hours missed in the College’s absence reporting and payroll systems.
- If an employee leaves ACC, then returns to work at the College in a sick leave accruing position or, if a sick leave accruing employee moves to an adjunct faculty or hourly position then returns to a sick leave eligible position, their prior sick leave balance will not be reinstated.
III. Leave for Employees on a Grant
- Business Services shall notify HR, Compensation of the terms and conditions of employment under a grant.
- HR shall ensure that job posting announcements include any specific terms and conditions of the grant.
- HR shall provide the offer letter of employment to the candidate outlining any terms and conditions of employment. The immediate supervisor shall receive a copy of the offer letter of employment.
- The hiring department shall ensure that the terms and conditions of employment are satisfied.