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IV. HOURS OR WORK, ATTENDANCE,
ABSENTEEISM
IV A. Working
Hours. Your
hours of work may not be like those of your co-workers and workers
in other departments. This is because of the differing
demands on various departments and the services they provide.
Your supervisor will give you the schedule of work hours that
applies to your position. The college reserves the right
to change them as necessary. Administrative office hours
are generally 8:00 - 5:00 Monday through Friday; they may vary
for registration and summer schedule as announced by the administration.
Occasionally you may
be asked to assume additional responsibility during the absence of a
co-worker or supervisor, or due to exceptionally heavy work load. Such
short-term additional responsibility may consist of greater volume or level
of responsibility than usual. Normally you will not be eligible for
additional pay for performing such duties.
It is the policy of
Lenoir-Rhyne College to make no additional payment for responding to the
need for extra effort on the employee’s primary position. Exceptions to
this policy include approved over-time (in the cases of non-exempt workers)
or approved designation as “Interim” in a particular position for a specific
period of time.
IV B. Overtime.
Occasionally you may be called upon to work beyond your usual
work hours. Overtime is paid at time and a half for hours
actually worked (excludes vacation, holiday or sick leave time)
over forty hours per week for employees not exempt from overtime.
IV C. Chapel
Services.
Offices may close for staff attendance at weekly chapel service.
Meetings should not be scheduled for the 9:00 hour on
Wednesdays. Employees who wish to go to chapel are encouraged to do
so, but must notify their immediate supervisor a day in advance
IV D. Breaks.
Fifteen minutes, once in the morning and once in the afternoon,
are customarily granted by supervisors for breaks. Such
rest periods are encouraged by the college. You are expected
to use discretion and good judgment to see that this privilege
is not abused.
IV E. Jury
Duty. Full-time
employees are entitled to time off with pay for jury duty. Non-exempt
employees will receive a full day’s pay, provided they present
their jury duty pay voucher to the payroll specialist, following
the completion of a scheduled jury service. Exempt employees
will not have their pay affected in any way, but are required
to bring in the voucher for their personnel file.
IV F. Reserve
Duty. If you
are a member of a reserve component of the U.S. Armed Forces,
you may be granted leave to participate in the reserve annual
training program. The leave will not be charged against
your accumulated vacation leave. Further, if your salary
as a military reservist on annual duty is less than your salary
as a Lenoir-Rhyne employee during the same period, you will
be paid the difference by the college. You should request
payment of the difference through your supervisor.
IV G. Attendance/Absenteeism.
Your regular and prompt attendance is required in order for
your department to meet its work load. If you are not
able to report for work, you should advise your supervisor as
early as possible in order that someone else may be secured
to work. If you do not report to work as expected for
three consecutive days the college will take this action to
mean that you have vacated your position, and your employment
will be terminated immediately.
Should poor attendance by an employee become a
concern, the employee’s immediate supervisor will discuss with
the Human Resource Director options for corrective disciplinary
action. The college
may follow a procedure of verbal warning and counsel
first, followed by a first and then, final, written warning.
Should the problem continue after this series of counsel,
termination would be the final result. However, the
college reserves the right to take disciplinary action up to and
including discharge immediately, if the offense warrants such
action, based on state employment-at-will statutes.
IV H. Interruptions
Due to Weather.
Weather conditions may occasionally make it difficult, dangerous,
or impossible for you to report to work or it may be necessary
for you to leave work early because of weather conditions.
You are expected to use your best judgment in making such decisions,
and you are expected to notify your supervisor promptly of your
decision. Weather conditions are not assumed to be a reason
for unreported or unexcused absences.
In the event of
inclement weather employees are encouraged to listen to local media, or to
call the L-R SNOW number (328-7669), for information on possible schedule
alterations. Reference will be made to Plan A or to Plan B.
Plan A. If
the college is closed, staff (except for those in Maintenance,
Security, Food Service or other essential/emergency functions) are not
expected to report for work, and wages and salaries will continue for the
duration of the closure.
Plan B. If
classes are delayed or canceled but the college is not closed, staff (except
for those in Maintenance, Security, Food Service, or other
essential/emergency functions who will report at the regular time) are
expected to report at 10:00 a.m.; wages and salaries will continue.
If you are unable to
report to work at the designated time you have several options: you may take
the time without pay; you may claim vacation pay if you have vacation
accrual; or, with your supervisor’s approval, you may make up the lost
time. You may not claim sick pay for absences due to weather.
IV I. Leaves
of Absence.
This policy applies to regular full- and part-time employees
who have been continuously employed at Lenoir-Rhyne for at least
one year. Absence from work because of childbirth, adoption,
foster placement, or an incapacity due to a serious health condition
(as defined by the FMLA) of the employee or employee’s immediate
family member is considered FMLA leave under this policy.
Employees must meet the minimum eligibility requirements as
provided in the Family and Medical Leave Act. Generally,
all leaves of absence must be approved.
As defined in the
FMLA you may qualify for up to 60 days of unpaid leave in a one year period
of time if you or a member of your immediate family are incapacitated due to
a serious health condition, including a work related injury, provided you
meet the eligibility requirements and provide the required notice for the
need for leave. Employees must give a minimum thirty days notice for FMLA
leave except when the need for leave is immediate and unforeseeable.
Accrued sick and vacation leave must be used first and the FMLA leave will
run concurrently with paid leave used for an FMLA purpose. When paid leave
is exhausted, any remaining FMLA leave is unpaid. During paid leave or FMLA
leave, your health benefit will continue under the same conditions of
payment. You remain responsible for the employee portion of any benefit.
This policy is only a brief description of the requirements and benefits.
Employees should inquire at the personnel office for a complete list of FMLA
requirements, restrictions, and benefits, including the employee’s
responsibility for benefit cost reimbursement.
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