The Family and Medical Leave Act (FMLA) is a federal law which entitles eligible employees to unpaid, job protected leave, under qualifying circumstances, as follows: (1) for a qualifying health condition of the employee or a family member; (2) for the birth or adoption of a child; and (3) for specific purposes to family members of qualifying military service members. Employees may, at their discretion, elect to use accrued vacation leave, sick leave, and/or compensatory balances concurrently while on FMLA leave (as appropriate).
To qualify for FMLA leave, the employee must meet eligibility criteria, must submit a written request, and upon return to work must provide a medical release (as appropriate).
In the event an employee does not request FMLA leave for time off work for a qualifying health condition, LCSC will designate the employee’s absence as FMLA leave (as appropriate).
FMLA Leave Request (completed by employee)
Notice of Eligibility & Right and Responsibilities (completed by employer)
Designation Notice (completed by employer)
For institutional funds, in lieu of completing the MOA on every payment-in-addition, a document that includes the following information may be accepted:
- Date of agreement
- Employee name
- Title for job to be performed
- Payment amount
- Dates of work to be performed
- Date to be paid
- Description of service/work performed
- Employee Signature and date
- Supervisor Signature and date
This form is used for student and irregular help employees (new hire, hourly rate change, separation, etc).
The purpose of this form is to ensure compliance with LCSC and Idaho State Board of Education (SBOE) professional consulting and conflict of interest /ethical conduct policies. By signing the statement annually, you acknowledge you are responsible and accountable for the information set forth in LCSC Professional Consulting and Additional Workload Policy, #3.132,LCSC Code of Ethical Conduct Policy, #3.101, and SBOE Conflict of Interest and Ethical Conduct Policy, Section II, Subsection Q.
Please complete one of the following forms to put away additional money into a supplemental retirement account.
Professional Staff and Faculty: you have the option to choose between a 403B Tax Shelter Plan and the 457 Deferred Compensation Plan. Which is better for you? Check out this comparison chart, or schedule an appointment with our AIG representative, Jillian Bell. Please fill out the following form that corresponds with your chosen plan, and return it to HRS.
- 403-B Tax Shelter Plan
- 457 Deferred Compensation Plan
- State of Idaho Deferred Compensation 457 or Roth 457
Classified Staff: you can choose to put away additional funds into a PERSI Choice 401(k) Plan. Please fill out the following form and return it to HRS.
For additional information, please contact [email protected]
This is a short-term discretionary program and must be discussed and considered on a case-by-case basis with the unit supervisor and individual employee. If you are requesting to telecommute as a response to COVID-19, please use this Temporary Telecommuting Application in place of the forms that are found within the state’s Telecommuting policy.
For information on Reasonable Accommodations, please see the flowchart here:
For long-term telework, please review the Department of Human Resources policy here:
Therapy animal handlers must complete the Therapy Animal Agreement form. This form must be signed by the department head or supervisor and returned to the Human Resource Services office at least one week prior to the animal’s arrival on campus.
*The deadline to have approval on fee-waiver forms is the Friday prior to each semester's start.
- Summer 2022 - May 20, 2022
- Fall 2022 - August 19, 2022
Employee Registration Request
A. The Employee Registration Request must be completed prior to registering for classes and the fee balance is due by the standard fee payment deadlines.
B. Eligible employees and their spouses may receive the fee waiver for a maximum of seven (7) credits in a semester or three (3) credits in the summer session under the terms of this benefit. Any credits taken above the seven (7) credits in a semester or three (3) credits in the summer session will be paid at full price by the employee.
C. The employee’s job has first priority. In the event of conflicts between requests to take classes during scheduled working hours and the department’s ability to provide services, the supervisor has the authority and responsibility to approve, modify or deny the request.
D. Reciprocal educational privileges allow LCSC employees (some also allow spouses) to take courses for reduced fees at other Idaho institutions. Each institution has specific rules, so check with the institution you plan to attend for specifics. University of Idaho no longer allows online classes.
Dependent Child Fee Waiver
A. Employee must be a permanent LCSC employee who has completed at least six months of benefit-eligible service with the college and who is scheduled to work at least 20 hours per week.
B. “Dependent” is defined as an unmarried child through age 25 as of the first day of the semester. A child is defined as a son, daughter, stepchild, adopted child, or foster child.
C. The discount for a dependent is 50% reduction in current resident and nonresident tuition and fees. No other fees are waived by this benefit. Any applicable course, lab and other fees will apply.
D. This benefit does not apply to non-credit courses, summer session courses, continuing education courses or courses delivered by institutions other than LCSC.
E. The dependent must be an admitted student who has met all normal academic requirements for the courses delivered by LCSC only.
F. The discount applies to tuition and fees for either a part-time schedule or a regular full-time class load, as defined by the college. Overload credits are not eligible for the dependent fee discount.
G. The dependent fee discount may be used for a maximum of eight semesters per dependent (whether part-time or full-time student).
H. A cumulative GPA of 2.0 or above must be maintained in order to be eligible for the dependent fee discount in subsequent semesters.
I. Two dependent fee discounts for two children will be allowed per semester per family. If both parents work for the college, only two children will be permitted to utilize the dependent fee discount.
J. If the employee separates during a semester, the dependent may continue his/her classes through the end of that semester only.
Submit this form along with your itemized receipt to VSP for out-of-network vision reimbursement or visit the Benefits & Claim section on VSP's website to submit a claim.
Anytime an industrial-related injury occurs, the employee and supervisor must complete this checklist and return it to Human Resource Services:
Every work injury that requires medical services other than first aid treatment must be reported within 10 days after the employer has knowledge of the injury. Return the completed form to [email protected]