College Closings and Leave Policies
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||2019 Schedule||2020 Schedule|
|Martin Luther King, Jr.||January 21||January 20|
|Spring Break||March 4 -10||March 2 - 8|
|Development Day***||March 26||March 31|
|Spring Holiday||April 19||April 10|
|Memorial Day||May 27||May 25|
|Independence Day||July 4||July 4|
|Labor Day||September 2||September 7|
|Development Day***||October 29||October 27|
|Veterans Day||November 11||November 11|
|Thanksgiving Break||November 28 - 29**||November 26 - 27**|
|Winter Break||December 20 - January 1||December 18 - January 3|
* Note: Holidays which fall outside of an employee's regularly scheduled shift are unpaid.
** There are no classes scheduled to begin at 5:00 p.m. or later on the Wednesday prior to Thanksgiving Day. However, any class already in progress at 5:00 p.m. on that Wednesday should be completed. There are no classes scheduled for the Saturday and Sunday immediately following the Thanksgiving break.
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.
***Development Day for Staff and Faculty - No Classes
The vacation entitlement schedule is based on years of service. Full-time staff employees with continuous service accrue:
First 5 Years
1 day of vacation leave for each calendar month.
Next 5 Years
1¼ days of vacation leave for each calendar month.
Over 10 Years
1½ days of vacation leave for each calendar month.
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.
Paid Personal Leave
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.
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. 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.
As outlined in Board Policy 6Hx-18-5.031, eligible full-time employees may submit a Sick Leave Pool Enrollment Form during open enrollment which occurs in the month of October each year. Details regarding the program can be found in the Sick Leave Pool Procedures. 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.
Family Medical Leave
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 FML on a continuous or intermittent basis during the 12-month period that begins on the first date that the employee uses FML. 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. FML usage will be concurrent with other paid leave and all paid leave must be exhausted before unpaid leave is granted.
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.
Extended Medical Leave of Absence
A full-time non-unit employee may be granted an Extended Medical Leave of Absence for up to six months for their own illness. A full-time bargaining unit member may be granted an Extended Medical Leave of Absence in accordance with the collective bargaining agreement. Such leave will include any Family Medical Leave for which the employee is qualified to receive. Family Medical Leave rules as described in Board Policy #6Hx-18-5.131 will apply during any period of time when an Extended Leave of Absence and Family Medical Leave are concurrent. For further information refer to Board Policy #6Hx-18-5.13.
Illness In Line of Duty Leave - Worker's Compensation
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.
If you need emergency medical assistance
Call 911 and then Campus Security.
Inform the emergency room staff that you sustained a workers' compensation injury.
You will need to be drug tested by the emergency room in accordance with Board Policy 6Hx-18-5.84 "Drug and Alcohol Free Workplace".
After being treated by the emergency room contact Donna Agard or Melissa Solla-Gibble in the Office of Human Resources for follow up instructions.
If your injury does not require emergency medical assistance
Contact your supervisor and the Office of Human Resources immediately. (If your injury is after normal business hours contact security on your campus immediately and human resources the following day). Even if you decide not to seek medical treatment, the accident/injury still needs to be documented by human resources.
If you do require medical treatment, human resources will refer you to a certified workers' compensation physician or facility. You must have a referral form before seeking medical treatment. Do not go to your personal physician as it will not be covered under workers' compensation.
You will also be given paperwork in order to be drug tested in accordance with Board Policy 6Hx-18-5.84 "Drug and Alcohol Free Workplace".
After seeing the physician
The doctor or facility will complete a form regarding your work status, restrictions and a follow up date (if necessary) which is to be provided to human resources.
If the physician determines you are unable to work
If the doctor determines you are not able to return to work immediately, call your supervisor and the Office of Human Resources regarding your situation. Full-time employees may be eligible for Illness in the Line of Duty Leave. Otherwise, the College's workers' compensation carrier will begin paying 66 2/3 of the employee's salary after the waiting period required by law.
Leave for Court Purposes
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, and jury/witness fees will 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.
Board Policy #6Hx-18-5.08.