Prospective Students     |     Current Students     |    WarriorWeb    |   LC Mail    |    Faculty & Staff   |   Giving to LC

Leave



Holiday

Classes will be held and offices open on Columbus Day and Veteran's Day. 
Classified staff will receive three compensatory days (day after Thanksgiving and two days in December) in lieu of working the two regularly designated holidays. Professional staff will receive two days and take a day of vacation.  Holiday Schedule

Sick Leave

Sick leave accrues at the rate of .04615 x hours worked per pay period (approximately 1 day per month for all full-time employees).  Sick leave shall accrue without limit and shall be transferable from department to department.  Sick leave may be used for medical, dental, or optical appointments.  Employees may also use compensatory time, vacation, or leave without pay for these appointments.  All Professional Staff are required to submit a timesheet in I-Time to report their sick leave.

Vacation Leave - Professional Staff

Professional Staff earn vacation at the rate of .09231 x hrs/pay period (approximately 2 days per month for full-time employees).  Vacation leave can only accumulate up to a total of 240 hours.  All Professional Staff are required to submit a timesheet in I-Time to report their vacation leave.

Vacation Leave - Faculty

Faculty members on academic-year appointments of 11, 10, or 9 months do not earn vacation leave.

Vacation Leave - Classified Staff/Salaried Non-Exempt

Classified and Salaried Non-Exempt Staff earn vacation leave at the following rates.

 
Service Accrual Rate Maximum
1 - 5 yrs. .04615 x hrs/pay period (3.7 hrs per pay period)* 192 hours
6 -10 yrs. .05769 x hrs/pay period (4.6 hrs per pay period)* 240 hours
11 - 15 yrs. .06923 x hrs/pay period (5.5 hrs per pay period)* 288 hours
16 - 20 yrs. .08077 x hrs/pay period (6.5 hrs per pay period)* 336 hours
*Full-time employees (80 hrs pay period)

Family Medical Leave Act (FMLA)

Under the Family Medical Leave Act, employees of the State of Idaho may take up to 12 weeks (480 hours) of unpaid, job protected leave per year for a qualifying reason if they:

  1. Have been employed with the State of Idaho for at least 12 months.  The 12 months do not have to be continuous employment.  Employees who were on the payroll for any part of a week (even just 1 day) will be credited with a full week toward their total.
  2. Have worked at least 1,250 hours during the 12-month period immediately preceding the leave.  These 1,250 hours must be hours worked and do not include paid vacation or sick time.

The following events are qualifying reasons for taking FMLA Leave:

  1. Birth and/or care of a newborn child of the employee;
  2. Adoption of a child or placement of a child in foster care;
  3. To care for a qualifying family member with a serious health condition;
  4. Due to the employee's own serious health condition;
  5. To attend to a Qualifying Exigency (QE) arising out of the fact that the employee's spouse, parent, son or daughter is a service member who is "on active duty (or notified of an impending call or order to active duty) in support of a contingency operation."
  6. To care for a qualifying family member who incurred a serious injury or illness in the line of duty while on active duty in the Armed Forces.

Calculating Eligibility:

The State of Idaho uses a rolling 12-month period measured backward from the date an employee uses any leave under this policy.  Each time an employee takes FMLA leave, the amount of leave taken shall be computed and subtracted from the available weeks of leave.  The balance remaining is the amount the employee is entitled to take at that time.

Definition of "Serious Health Condition":

  1. Hospital Care.  Inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment related to or resulting from such inpatient care.
  2. Incapacity Plus Treatment.  A period of incapacity of more than 3 consecutive calendar days that also involves in-person treatment by a health care provider.
  3. Pregnancy (includes prenatal care and any period of incapacity due to pregnancy or recovery from childbirth).
  4. Chronic Conditions Requiring Treatments.
  5. Permanent/Long-term Conditions Requiring Supervision.
  6. Multiple Treatments (Non-Chronic Conditions).

General Conditions:

  1. Spouses who are both employed at LCSC are entitled to a total of 12 weeks of leave (as opposed to 12 weeks each) for the birth or adoption of a child or for the care of a sick family member.
  2. When need for leave is foreseeable, such as the birth or adoption of a child or planned medical treatment, the employee must provide 30 days notice prior to the effective date of the leave and complete the FMLA Form.
  3. Employees may be required to supply medical certification to support a request for leave because of a serious health condition of either the employee or family member.  LCSC may, at its own expense, request a second and, if necessary, a third option.
  4. In case of illness, the employee will be required to report periodically on his or her leave status and intention to return to work.  The employee will also be required to provide a written release from the health care provider upon his or her return to work.
  5. An employee may take intermittent leave or may work a reduced schedule under the FMLA.  Such arrangements are subject to supervisory approval unless they are medically necessary.
  6. Upon return from FML, employees are entitled to be restored to the position they held prior to the FMLA leave, or to be restored in a substantially equivalent position with substantially equivalent benefits, pay, and other terms and conditions of employment. 
  7. For the duration of FML, the employee's health insurance will remain active provided the employee pays his/her share of the premium.  If an employee does not return to work after taking FML, LCSC may recover the costs of insurance premiums paid on the employee's behalf.

Short & Long Term Disability

The State's Disability Program can help replace a portion of your income if you're ever unable to work due to disability. The cost of the coverage is provided by the State as a portion of your Basic Life policy. No special enrollment is required.

To qualify for Short Term Disability and Long Term Disability benefits, you must meet the plans definition of Total Disability or Residual Disability:

  • For the first 30 months of disability, you're unable to perform the essential functions of your regular occupation and unable to earn more than 70% of your monthly salary; and

  • After 30 months of disability, you're unable to perform the essential functions of any occupation for which you are or may reasonably become qualified based on your education, training, or experience, and you are unable to earn more than 60% of your monthly salary.

Plan Waiting Period Maximum Benefit Period
Short Term Disability,
benefits equal 60% of monthly pre-disability salary.






 
The longer of:
  • 30 continuous days of Total Disability, or
  • 30 continuous days of Residual Disability, or
  • The expiration of all accrued sick leave earned at the date of Disability

 

26 continuous weeks following the date of Total Disability or Residual Disability, as defined by Principal Life Insurance Company, less the Waiting Period




 
Long Term Disability, benefits equal 60% of your pre-disability monthly salary.  Maximum benefit:  $3,000 per month.


















 


 


 

The longer of:
  • 26 continuous weeks of Total Disability or Residual Disability, or
  • The exhaustion of all sick leave earned as of the date of Total disability or Residual Disability




















     
For each employee who becomes Totally Disabled or Residually Disabled (as defined by Principal Life Insurance Company) prior to age 70, benefits payable until the attainment of age 70:
  • For each employee who becomes Totally Disabled or Residually Disabled between the ages of 70 and 75, benefits are payable until the earlier of:
    *Recovery; or
    *12 months of benefit payments under this contract.
  • For each employee who becomes Totally Disabled at age 75 or older, benefits are payable until the earlier of:
    *Recovery; or
    *6 months of benefit payments under this contract.

     

Shared Leave

Vacation leave may be donated to another state employee's sick leave balance under the following conditions:

Donor:

  1. Employees are not eligible to transfer time if they do not have a vacation balance greater than 80 hours or the amount requested to transfer puts their vacation balance below 80 hours.
  2. Employees may not donate more than 40 hours of vacation in any given fiscal year.
  3. The signature of the employee transferring vacation hours must be on the transfer form.

Donee:

  1. Receiving employee may accept leave only if they or a family member suffers from serious illness or injury.
  2. Employees may not receive more than 160 hours of donated leave in any given fiscal year.
  3. Employees may not receive donated time unless they have exhausted all sick and vacation leave.

Transfer of Leave Form

Other Leave Benefits

Leave of Absence Without Pay

Supervisors may grant an employee leave without pay for a specific period of time, not to exceed 1 year, when such leave would not have an adverse effect upon the department.  The President may extend the leave for up to 3 years under extenuating circumstances.  Employees may continue insurance coverage for up to 6 months by self-paying the entire premium (both the employee and state portion).  If the employee is on a leave ob absence without pay for approved educational purposes, premiums may be self-paid for up to 12 months.

Military Leave With Pay

Employees who are members of the national guard or who are reservists in the armed forces of the United States who are directed by proper military authority to participate in ordered and authorized field training under the National Defense Act shall be entitled to 120 hours of paid military leave, regardless of whether they work full-time or part-time, with pay in 1 calendar year. 

Military Leave Without Pay

Employees whose employment is reasonably expected to continue indefinitely, and who leaves their position either voluntarily or involuntarily in order to perform active military duty shall be granted military leave without pay.

Administrative Leave

At the discretion of the appointing authority, employees may be granted administrative leave with pay when such leave is in the best interest of LCSC.

Court/Jury Duty Leave

1.  Employees summoned by proper authority to appear as a witness in any judicial or administrative proceeding in any capacity connected with their employment at LCSC, shall not be considered absent from duty.  Employees shall not be entitled to receive compensation from the court and their department in accordance with state travel shall reimburse any expenses incurred regulations.

2.  Employees summoned to appear in any judicial or administrative proceeding for any reason not connected with their employment at LCSC should be permitted to attend.  Employees may either use accrued compensatory or vacation leave, or leave without pay.

3.  Employees summoned by proper judicial authority to serve on a jury shall be granted a leave of absence with pay.  Employees may keep fees and mileage reimbursement paid by the court in addition to salary.  (I-Time code JUR)

Religious Leave

Supervisors shall make reasonable accommodations to employees needs for leave for religious observances.  Such leave shall be charged to compensatory time or to vacation time.

Sabbatical Leave

See Policy 2.114

tophr.gif (1299 bytes) 

 
 


Lewis-Clark State College 500 8th Avenue Lewiston, ID 83501 • (208) 792-5272
Web Site maintained by lrhight@lcsc.edu

Lewis-Clark State College

Copyright © Lewis-Clark State College | Disclaimer | Technology Use Guidelines