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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:
- 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.
- 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:
- Birth and/or care of a newborn child
of the employee;
- Adoption of a child or placement of a
child in foster care;
- To care for a qualifying family
member with a serious health condition;
- Due to the employee's own serious
health condition;
- 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."
- 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":
- 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.
- 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.
- Pregnancy (includes prenatal care and
any period of incapacity due to pregnancy or recovery from childbirth).
- Chronic Conditions Requiring
Treatments.
- Permanent/Long-term Conditions
Requiring Supervision.
- Multiple Treatments (Non-Chronic
Conditions).
General Conditions:
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
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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
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26 continuous weeks
following the date of Total Disability or Residual Disability, as
defined by Principal Life Insurance Company, less the Waiting Period
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Long
Term Disability, benefits equal 60% of your pre-disability
monthly salary. Maximum benefit: $3,000 per month.
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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
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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.
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Shared Leave
Vacation leave may be donated to another
state employee's sick leave balance under the following conditions:
Donor:
- 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.
- Employees may not donate more than 40
hours of vacation in any given fiscal year.
- The signature of the employee
transferring vacation hours must be on the
transfer form.
Donee:
- Receiving employee may accept leave
only if they or a family member suffers from serious illness or injury.
- Employees may not receive more than
160 hours of donated leave in any given fiscal year.
- 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
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