College Closings and Leave
To be paid for the holiday or break, non-unit employees must be in paid status before and after the holiday or break in accordance with Board Policy #6HX-18-5.12.
|Observance||2022 Schedule *||2023 Schedule *|
|Martin Luther King, Jr.||January 17||January 16|
|Spring Break||March 7 - 13||March 6 - 12|
|Spring Holiday||April 15||April 7|
|Memorial Day||May 30||May 29|
|Independence Day||July 4||July 4|
|Labor Day||September 5||September 4 (tentative)|
|Veterans Day||November 11|
|Thanksgiving Break||November 24 - 25||November 23 - 24 (tentative)|
|Winter Break||December 21 - January 2||December 20 - January 1 (tentative)|
* Note: Holidays which fall on the weekend are not observed and are unpaid.
- If January 2 falls on a Monday, the College will be closed on January 2.
- If January 2 falls on a Friday, the College will be closed on January 2, 3, and 4.
- If January 2 falls on a Tuesday, Wednesday, or Thursday, the College will be open on January 2.
Faculty return dates are subject to the Academic Calendar.
A four day Summer work week is subject to annual approval of the President's Cabinet.
In accordance with District Board of Trustees Policy 5.02 “Annual Vacation Leave for 12-month Full-time Employees” accrue vacation each month of continuous full-time service as follows:
- Less than First 5 Years: 1 day of vacation leave for each calendar month.
- Next 5 Years: 1¼ days of vacation leave for each calendar month.
- More than Over 10 Years: 1½ days of vacation leave for each calendar month.
The maximum amount that can be carried over each calendar year is 400 hours.
Vacation usage is subject to department policy and supervisor approval.
For assistance entering time in Workday: Workday Job Aids
Payout of vacation time upon separation for non-grant employees is in accordance with policy and subject to the provisions of the College's Special Pay Plan.
Full-time employees accrue one sick day per month. Sick leave shall be cumulative from year to year. Sick leave may also be used for illness or death of father, mother, brother, sister, husband, wife, child or other close relative or member of the employee's own household. For further information refer to Board Policy #6Hx-18-5.03.
Employees may use a maximum of four personal leave days during each fiscal year to be charged to the employee’s unused sick leave time. Personal leave days do not accumulate from year to year. For further information refer to Board Policy #6Hx-18-5.09.
Payout of sick time upon separation for non-grant employees is in accordance with policy and subject to the provisions of the College's Special Pay Plan.
Sick Leave Pool
The Sick Leave Pool is intended to be used by eligible employees to assist in covering the gap between the exhaustion of all accumulated paid leave and the 90-day waiting period until long-term disability insurance benefits may become effective. Any full-time employee shall be eligible for participation in the Pool provided that the employee has been employed with the college for one (1) year and has accumulated 40 hours of unused sick leave after the employee's donation to the Pool. Participation in the Pool is voluntary. As outlined in Board Policy 6Hx-18-5.031, eligible full-time employees may submit a Sick Leave Pool Enrollment Form during benefits open enrollment which occurs in the month of October each year. Details regarding the program can be found in the Sick Leave Pool Procedures.
A member of the Pool can request time from the Pool in full day increments, if he/she cannot return to work because of a serious health condition, as defined under the Family and Medical Leave Act (FMLA), and the employee has exhausted all accrued leave. In order to request time from the Pool, participants need to complete the Sick Leave Pool Request Form and submit it to the Office of Human Resources with the required medical documentation.
The College will grant up to 12 weeks of family medical leave to eligible employees within a 12-month period. Employees are eligible if they have worked for the College for at least one year and have worked at least 1,250 hours during the past twelve months. Employees may use Family Medical Leave on a continuous or intermittent basis as verified by the physician during the 12-month period that begins on the first date that the employee uses Family Medical Leave. During Family Medical Leave, the College will continue to provide medical, dental, and basic life insurance coverage at the same level of contributions and benefits as before the leave. Family Medical Leave usage will be concurrent with other paid leave and all paid leave must be exhausted before unpaid leave is granted.
To request FMLA employees must set up an appointment with a benefits representative by clicking here or send an email to email@example.com to initiate the process.
The College will grant up to 26 weeks of leave to eligible employees within a 12-month period for the purpose of caring for a family member (spouse, son, daughter, parent or next of kin) for the following purposes: (A) An active duty service member who is recovering from a serious illness or injury sustained in the line of duty. (B) A veteran who is undergoing medical treatment, recuperation or therapy for a serious injury or illness that occurred in the line of duty for five years preceding the date of treatment. For further information refer to Board Policy #6Hx-18-5.131.
An employee is provided coverage for lost wages and medical expenses that result from a job related accident or illness in accordance with the Workers' Compensation laws of the State of Florida.
District Board of Trustees Policy 6Hx-18-5.07 "Illness in the Line of Duty Leave" allows full-time employees up to five (5) duty days of full compensation for absences due to on-the-job illnesses or injuries which are determined necessary by a certified workers' compensation physician. For further information refer to Board Policy #6Hx-18-5.07 and the Worker's Compensation web page.
Full-time or regular part-time employees who are summoned as a member of a jury panel or subpoenaed as a witness, not involving litigation in which the employee is principal, will be granted leave with pay once documentation of the service is submitted through Workday. Any jury/witness fees will may be retained by the employee. The College will not reimburse the employee for meals, lodging and travel expenses incurred while serving as a juror. If an employee is subpoenaed in the line of duty to appear in court as a witness or defendant for a College related matter, the time in court is considered a part of a normal work assignment. The employee shall be paid per diem, if eligible, and travel expenses. In no case shall leave with pay be granted for court attendance when an employee is engaged in personal litigation in which the employee is a principal. For further information refer to Board Policy #6Hx-18-5.38.
For assistance with a leave request for court purposes, Workday Job Aids
Military Leave shall be granted to Federal active, inactive or training employees in the military reserve, including the National Guard and the Florida National Guard, in accordance with Federal Law and Florida Statutes. For further information refer to Board Policy #6Hx-18-5.08.
Before an employee leaves to perform military service, including training, active duty, and other responsibilities, an employee must provide the College with advance notice in order to be eligible for reemployment. The notice can either be written or oral.
Employees who are in need of a military leave should notify their supervisors as well as contacting the benefits department by setting up an appointment by clicking here or send an email to firstname.lastname@example.org.
Employees who are entitled to military leave are not required to use paid time off to perform military service. If an employee wants to use their paid time off while on-duty, please, submit the request in writing to email@example.com.