Paid Time Off

John Wood Community College offers a generous PTO plan, with 14 paid holidays during the year. This includes approximately one week for winter break. Vacation days are accrued based on pay periods. JWCC also provide sick leave, personal leave, and bereavement, religious and military leaves. Leaves vary based on job position. See below for detailed information.

SICK LEAVE

The nine-month bargaining unit member will be granted 10 days of sick leave at the beginning of each academic year. The twelve-month bargaining unit members will be granted 13 days of sick leave at the beginning of each academic year. There shall be no limit on the accumulation of sick leave. In the event a bargaining unit member uses all sick days in the year, the bargaining unit member may apply for emergency sick leave. Upon separation from the college, the bargaining unit member will receive credit towards SURS for accumulated sick days, subject to state law. Sick leave is granted for personal illness, quarantine at home, or serious illness in the immediate family or household. In this context “personal illness” may include but not be limited to pregnancy. “Immediate family” includes parents, spouse, brothers, sisters, children, grandparents, grandchildren, parents-/brothers-/sisters- in-law, and legal guardians. Sick leave may not be used for death in the family, unless by permission of appropriate Vice President.

SICK LEAVE BANK

A sick leave bank is available to provide extended sick leave for faculty members who have exhausted their accumulated sick leave and personal leave. Membership is voluntary. To deposit or withdraw from the Bank, faculty members must complete an Enrollment Form and return it to the Office of Human Resources. Members who want to join must have five or more sick days accumulated. They must contribute at least one day per calendar year but no more than four days per calendar year. Open enrollment will be each year during the month of August. New members will have the opportunity to enroll at the time of hire.

PERSONAL LEAVE

Upon initial employment, each bargaining unit member will be granted 4 days of personal leave per academic year. Personal days may be used in conjunction with holidays or other days off. Unused days will roll over to sick leave, at the end of each academic year. Members may use available personal leave days without stating a reason for the leave. Notification of personal leave will be made at least two (2) full working days prior to the date with the Vice President. However, where a bargaining unit member is unable to be present at school due to a bonafide emergency beyond the bargaining unit member’s control or which could not have been anticipated earlier, notification for personal leave may be made less than two (2) full working days prior to or on the date with the Vice President or, if unavailable, the President of the College provided notification is given by the bargaining unit member in writing promptly upon return to school. Bargaining unit members will endeavor to schedule personal leave or assist department chair so as to avoid cancellation of class while the bargaining unit member is on leave.

BEREAVEMENT

Bereavement leave up to 4 days per occurrence with pay will be available in the event of the death of the bargaining unit member’s spouse, child, step child, parents, step parents, children-in-law, siblings, brothers-in-law, sisters-in-law, legal guardians, parent-in-law, grandparents, grandchildren, or foster parents. Such leave is noncumulative and shall not be deducted from the bargaining unit members accumulated sick days.

One day of bereavement leave per occurrence with pay will be available in the event of the death of the bargaining unit member’s aunts, uncles, nieces, and nephews.

RELIGIOUS LEAVE

Absence because of major religious observances shall not result in loss of pay or loss of personal days. Such observance shall not exceed three days per academic year. The appropriate Vice President will be notified in writing prior to the first day of class of the relevant semester of any intent to exercise this benefit. Notice shall include name and date of the holiday.

MILITARY LEAVE

Bargaining unit members who are in Armed Forces Reserve or National Guard units who are called up for annual active duty or special duty shall be granted leave to perform such duties.

A bargaining unit member who is drafted or otherwise called to active duty in the military service of the United States during a state of war or national emergency shall be granted a leave without pay or fringe benefits for the duration of his/her required military service. The bargaining unit member shall be entitled to return to the position he/she held upon entrance into military service, provided such position still exists and provided his/her discharge from military service is honorable or satisfactory. The return to employment at the college shall be as of the beginning of the academic year following discharge from military service, provided notice of intent to return to college employment is given to the Board by March 1 prior to the beginning of the academic year. Such a leave will not constitute a break in service and will be applicable in calculation of subsequent salary increases and accumulate service credit toward sabbatical leave. The period of such leave shall not count toward the completion of a term as a probationary bargaining unit member.

USE OF LEAVES

Unless specified otherwise, as a general guideline for full-time teaching bargaining unit members, leaves will be granted in one day or half day increments. When less than all required responsibilities are missed, the bargaining unit member shall take leave for one half day. When all required responsibilities are missed, a full day of leave must be taken. Required responsibilities include meeting scheduled classes in a prepared manner, posted office hours. Unless specified no leave accumulates year to year.

FAMILY AND MEDICAL LEAVE

Under the “Family and Medical Leave Act of 1993” an unpaid leave of up to twelve (12) workweeks, during any twelve (12) month period, may be taken because of a birth of a child and in order to care for the child; because a child was placed with an employee as a result of an adoption or foster care proceeding; because an employee is needed to care for a spouse, son, daughter, or parent who is diagnosed with a serious health condition; or because the employee is diagnosed with a serious health condition and he/she is unable to perform the functions of his position. If a bargaining unit member is entitled to paid leave under another provision of this contract, the bargaining unit member must take the paid leave first. In order to qualify for the “Family and Medical Leave,” an employee must have been employed at the College for at least twelve (12) months and worked at least 1,250 hours during the previous twelve-month period. The College’s bargaining unit members’ eligibility will be determined from first day of regular employment.

Under the above circumstances, the College will maintain the employee’s insurance coverage for the duration of the leave, not to exceed twelve (12) workweeks, under the College sponsored group health plan that provides healthcare to the bargaining unit member or the bargaining unit member’s family. Such coverage shall be maintained at the level and under the conditions coverage would have been provided if the bargaining unit member had been continuously employed for the duration of the leave. The College may elect to recover the premium it paid for maintaining the insurance coverage if the bargaining unit member does not return to work after the leave has expired. Sick leave and vacation leave will not accrue while an employee is on leave under this policy. Upon returning from leave, the employee shall retain:

  1. The position he/she held when the leave commenced; or
  2. An equivalent position with equivalent benefits, pay, and other terms and conditions of employment.
  3. Same level of seniority and tenure rights prior to leave.

The College President and the Board of Trustees must approve the leave.

JURY DUTY

Bargaining unit members shall suffer no loss of salary when summoned to court to perform jury duty or when subpoenaed to testify in matters in which they have no personal or pecuniary interest. Any compensation received for jury duty may be kept by the bargaining unit member. Bargaining unit members shall give notice to the appropriate Vice President of the dates of their absence upon receipt of any such notification. Bargaining unit members subpoenaed to testify also shall attempt to arrange their court appearance so as to interfere minimally with their regularly assigned duties.

SABBATICAL LEAVE

The Board will grant up to 4% of eligible, full-time, bargaining unit members who shall have appropriately applied for the sabbatical leave, provided that, in the judgment of the appropriate Vice President and concurrence of the Board by its discretion, such leave will clearly add to the effectiveness of the bargaining unit member in the performance of his/her responsibilities at the college and/or clearly accrue to the benefit of the college. The Board will determine the appropriate interim personnel to cover the responsibilities of the person on sabbatical leave. Sabbaticals granted to faculty outside the bargaining unit will have no impact on sabbaticals granted to bargaining unit members. A bargaining unit member is eligible to seek a sabbatical leave for an academic semester or an academic year after having completed six (6) years of consecutive full-time service as a bargaining unit member of the college or since his/her last academic semester sabbatical or academic year sabbatical leave. For this purpose, any academic year in which a bargaining unit member is absent or on a leave of more than sixty (60) days shall not be considered a year of service.

The bargaining unit member shall make application for sabbatical leave in writing to the appropriate Vice President by October 1 of the preceding fiscal year. Such application shall include all the dates pertinent to such leave. A bargaining unit member’s sabbatical leave will begin and end corresponding to the academic session applicable to the employee. Any sabbatical leave granted for a period of one-half of the bargaining unit member’s annual contract term will be paid at full salary. Sabbatical leaves for a bargaining unit member’s full annual contractual term will be paid at one-half salary. Return to active service requires twice the period of time taken for the sabbatical leave. All insurance benefits and SURS shall continue, and sick and personal leaves and movement on the salary schedule, if any, shall accrue during the term of the leave. As a condition precedent to sabbatical leave, the bargaining unit member shall agree to return to the college as a full-time bargaining unit member or other employment status agreed to by the bargaining unit member and the Board, for twice the period taken for the sabbatical leave taken, immediately following the conclusion of such leave. An individual who fails to return must repay the College the salary granted during the leave period according to the following scale:

  1. Does not return or returns for less than half the committed period – reimburse the Board for 100% of the sabbatical salary received.
  2. Returns for half but less than the full committed period – reimburse the Board for 50% of the sabbatical salary received.

The bargaining unit member shall execute a promissory note assuring restitution of all salary due.

VACATION

Exempt Positions
Vacation granted during the first year is a total of 136 hours per year (11.3 hours per month) and during subsequent years accrues at 202 hours per year (16.8 hours per month) to a maximum total of 280 hours (35 days). Vacation may be taken for a minimum of one hour per occurrence for exempt and non-exempt staff members. Increments of quarter hours may be used in addition to the initial hour.

Nonexempt Positions
Vacation is granted on a pro-rated basis based on years of service to a maximum total of 280 hours (35 days). Vacation may be taken for a minimum of one hour per occurrence for exempt and non-exempt staff members. Increments of quarter hours may be used in addition to the initial hour.

 

SICK LEAVE

1-4 years       136 hours per year (11.3 hours per month)

5-9 years     160 hours per year (13.3 hours per month)

10+ years     202 hours per year (16.8 hours per month)

 

Staff members receive 8 hours of sick leave per month of actual employment. There is no maximum accrual. Sick leave may be taken for a minimum of one hour per occurrence. Increments of quarter hours may be used in addition to the initial hour.

Fathers:
A staff member who has served continuously in an appointment for a period of at least twelve months and who is the father of, or who accepts the responsibility for the care and maintenance of, an expected, a newly-born or an adopted child is entitled to use sick leave.

SICK LEAVE BANK

Sick leave bank is offered to all regular staff members to provide extended sick leave when individually accumulated leaves are exhausted due to personal or immediate family catastrophic illness or injury and/or are unable to work. It will not be used for single day occurrences. Membership in the sick leave back is voluntary. Employees must contribute in order to be eligible to apply for leaves up to eight days from the bank. Enrollment is during July each year.

PERSONAL LEAVE

Staff members are granted three (3) days of personal leave prorated to the first day of the month following the date of actual employment. Personal days may be used in conjunction with holidays or other days off. At the end of each fiscal year, unused personal days will roll over to sick leave. Staff members may use available personal leave days without stating a reason for the leave. The immediate supervisor should be notified of the staff member’s intent to use personal leave at least two (2) full working days prior to the date the leave is taken. Personal leave may be taken for a minimum of one hour per occurrence. Increments of quarter hours may be used in addition to the initial hour.

If a leave could not have been anticipated earlier, the immediate supervisor may receive notification less than two (2) full working days prior to the leave being taken. When a staff member is unable to be present at work due to a bona fide emergency beyond the staff member’s control, notification should be given by the staff member in writing promptly upon return to work.

BEREAVEMENT LEAVE

Bereavement leave up to four (4) days per occurrence with pay will be available in the event of the death of a staff member’s spouse, child, step child, parents, step parents, children-in-law, siblings, brothers-in-law, sisters-in-law, legal guardians, parents-in-law, grandparents, grandchildren, or foster parents. Such leave is non-accumulative and shall not be deducted from the staff members accumulated sick days. One day of bereavement leave per occurrence with pay will be available in the event of the death of the staff member’s aunts, uncles, nieces, nephews and cousins. Bereavement leave may be taken in whole day or half day increments.

RELIGIOUS LEAVE

Absence because of major religious observances shall not result in loss of pay or loss of personal days. Such observance shall not exceed three (3) days per fiscal year. The immediate supervisor should be notified in writing of any intent to exercise this benefit. Notice shall include name and date of the holiday. Religious leave may be taken in whole day or half day increments.

MILITARY LEAVE

Staff members who are in Armed Forces Reserve or National Guard units who are called up for annual training or special duty shall be granted leave to perform such duties.

Staff member who are drafted or called to active duty in the military service or Coast Guard of the United States shall be granted a leave without pay or fringe benefits for the duration of his or her required military service. The staff member shall be entitled to return to the position he or she held upon entrance into military service, provided such position still exists and provided his or her discharge from military service is honorable or satisfactory. The return to employment at the college shall be as of the beginning of the semester or calendar year, at the staff member’s option, following discharge from military service, provided notice of intent to return to college employment is given to the Board of Trustees 60 days prior to the beginning of the semester or calendar year. Such a leave will not constitute a break in service and will be applicable in calculation of subsequent salary increases and accumulated service credit toward sabbatical leave. The period of such leave shall not count toward the completion of a term as a probationary staff member.

JURY DUTY

Staff members, who are summoned to court to perform jury duty or who are subpoenaed to testify in matters in which they have no personal or economic interest shall suffer no loss of salary. The staff member shall keep any compensation received for jury duty. Upon the staff member’s receipt of any jury duty notification, the immediate supervisor should receive notice of absence. Staff members subpoenaed to testify also shall attempt to arrange their court appearance so as to interfere minimally with their regularly assigned duties.

SABBATICALS

Sabbatical leaves of absence are granted to exempt staff members for the purpose of improving the professional competencies of the staff member. All full-time exempt employees will be considered eligible for a sabbatical leave of absence upon completion of six years of continuous full-time employment with the College. The exempt staff member shall have the option of accepting a full calendar year sabbatical at one-half pay or a continuous six- month sabbatical leave of absence at full pay. The deadline for application is October 1.

 

HOLIDAYS

Staff members receive 14 paid holidays during the year. This includes approximately one week for winter break.

PROBATIONARY PERIOD

The probationary period for new hires is six months for both exempt and non-exempt staff.