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Administrative employees hired on or after October 1, 2000, are eligible
for the following earned time benefit. Accrual rates are per pay period.
| Category |
Accrual Rate |
Maximum
35 hrs/wk |
Maximum
40 hrs/wk |
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| A) Full time |
| 0-4 years: |
.058 ET hrs/
budgeted hrs |
105 |
120 |
| 5-9 years: |
.077 ET hrs/
budgeted hrs |
140 |
160 |
| 10+ years: |
.096 ET hrs/
budgeted hrs |
175 |
200 |
| |
| B) Part time |
Annual maximum |
| 0-4 years: |
.058 ET hrs/
budgeted hrs |
|
| 5-9 years: |
.077 ET hrs/
budgeted hrs |
Annual budgeted
hours times accrual
rate. |
| 10+ years: |
.096 ET hrs/
budgeted hrs |
Once an employee has reached the maximum Earned Time balance, the accrual
will be suspended until the balance falls below the maximum. A maximum
of 168 earned time hours for full-time employees and 113 earned time hours
for part-time employees may be carried over into the new fiscal year.
For full-time employees, unused earned time above these amounts will be
converted into LTI (See Long Term Illness).
Employees should plan time off only when they have enough earned time
to cover their absence.
Regular full-time administrative staff are eligible to participate in
the Long Term Illness plan. Long Term Illness is a sick pay benefit that
is meant to accrue over time to fill in the gap between the use of Earned
Time and the qualification for Long Term Disability benefits. For each
leave period there is a five-workday waiting period.
Any regular full-time or regular part staff may take up to five (5) working
days of bereavement leave upon request. This leave is to be used to make
arrangements for and to attend services for an immediate family member.
Bereavement days are meant to be taken consecutively.
Both the Federal government and the State of Maine have passed laws defining
family medical leave benefits. The eligibility and benefits for each plan
differ slightly. When an employee is considering a leave, the Human Resource
Office will review both family leave benefits with him/her to determine
and explain which will apply and why. Leaves will generally run concurrently.
FACULTY SHORT TERM MEDICAL LEAVE WITH PAY
Eligibility: Regular full-time ordinary and full-time nonordinary faculty,
prorate and part-time faculty.
Effective: Date of Contract
The College provides a salary continuance benefit for faculty members
who are on an approved short-term medical disability leave. The benefit
schedule is as follows:
| Classification |
Benefit |
| A) Full-time ordinary, Full-time
nonordinary and Prorata faculty |
Full salary for up to 180 days |
| B) Part-time faculty |
Faculty who become ill before the completion
of the 6th week of the semester and cannot complete the semester,
will be paid half of their semester contracted amount. Faculty who
become ill after the completion of the 6th week of the semester and
cannot complete the semester will be paid their full semester contracted
amount. |
Requests for short-term medical leaves with pay are submitted in writing
to the Director of Human Resources. This leave is available once every
three years. For this purpose, years are counted from the beginning of
the last approved short-term medical leave with pay.
Full-time and regular part-time employees who, during their regular working
hours, actively serve on jury duty or are under subpoena as a witness,
when not a principal, continue to receive their regular pay. When requesting
jury duty pay, employees should attach a copy of their subpoena to their
time sheet. Employees shall return to work within a reasonable time on
days released from such duty.
Reservists and members of the National Guard. Full-time and regular
part-time employees serving in the reserve or National Guard will be granted
military leave to enable them to attend training as reservists or guard
members. Regular employees will be eligible for unpaid leave for up to
ten days of training leave each year.
Active Duty. Employees entering active duty either voluntarily
or through the draft will be granted unpaid leave. Upon completion of
service, those employees who satisfy the reporting, notification, reapplication,
and honorable service provision of USERRA will be accorded the reemployment
and benefits rights as provided by USERRA. In general, you must return
to your regular work schedule without delay.
Employees who will require leave are expected to show their orders to
the Human Resource Director as soon as they are received.
A full-time or regular part-time employee who is a victim of violence,
or any act that would support an order for protection may have necessary
leave without pay to:
• Prepare for and attend court proceedings;
• Receive medical treatment; or attend to medical treatment for
a victim who is the employee’s daughter, son, parent or spouse;
or
• Obtain necessary services to remedy a crisis caused by domestic
violence, sexual assault or stalking.
Such leave are subject to reasonable notification to the College and
be granted only if the College would not sustain undue hardship from the
employee’s absence.
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