Employee Handbook  Back to Camelweb Home
Employee Handbook
Table of Contents
Welcome to the Connecticut College Community!
College Policies
Employment Information
Leave Benefits
Salary and Wage Policy
College Resources and Facilities
Leaving Connecticut College
Glossary of Terms
Hourly Administrative Addendum
Salaried Administrative Addendum
Campus Safety Addendum
Dining Services Addendum
Physical Plant Addendum
Employee Handbook Printer Friendly Version
Dining Services Addendum
 This addendum applies to all hourly paid staff in Dining Services.
 Adjustment Period
 Hourly staff are in an adjustment period status for the first 90 calendar days of active employment, reemployment or when there is a change from one position to another. During the adjustment period there is a reduction in pay of $ .50 per hour. Upon successful completion of the adjustment period, the rate will be increased to the standard amount.
 Academic year (40 weeks), hourly employees who are scheduled to work a minimum of 30 hours per week and have from one through 15 years of continuous service are eligible for a maximum of ten paid vacation days assigned during the academic year college breaks. Over 15 years of service entitles employees to an additional three days of vacation to be taken during the academic year break periods.
 The first of the month following an employee's hire date to or transfer to a benefits eligible position determines the date for calculating the years of service.
 Additional discretionary days may be designated by the College during the school recesses. Each employee will receive notifi-cation of the vacation schedule from the Director of Auxiliary Services prior to each recess.
 If employed for the full 12 months (52 weeks), employees receive additional vacation days to be used in the current summer, according to the following schedule:
1 through 5 years5 days in summer
Over 5 years10 days in summer
 Part-time members of the department who are regularly scheduled to work a minimum of 1000 hours per year are subject to the same vaca-tion time in proportion to the number of hours worked. Overtime may not be used to compute hours worked when pro-rating vacation hours earned.
 Part-time members of the department who work less than 1000 hours per year are not eligible for vacation benefits.
 If employment is terminated before six months of service, you are not eligible to receive vacation pay.
 Sick Pay
 If you are scheduled to work a minimum of 20 hours per week you will accrue one day of sick leave per month for ten months (August through May). Sick time may be carried forward up to a maximum accrual of 960 hours (pro-rated maximum for part-time).
 Paid Holidays
 If you are regularly scheduled to work a minimum of 1000 hours per year, academic year, you are eligible to be paid for the following holidays:
New Year's DayIndependence DayThanksgiving DayChristmas Eve
Memorial DayLabor DayDay after ThanksgivingChristmas Day
Martin Luther King Day
 If you are scheduled for 12 months, you are also eligible for holiday pay for Independence Day.
 Full-time staff will receive a regular days pay for each of the above holidays; part-time staff (less than 40 hours per week) will receive pro-rated pay. Example of pro-rated pay: 5 days @ 6 hours = 30 hours per week will receive holiday pay of 6 hours, 4 days @ 7.5 hours = 30 hours per week will receive holiday pay of 6 hours. If you are required to work on any of the above holidays, with supervisory approval, you may receive an alternate day off or earn 1½ times your normal hourly rate of pay in addition to your regular pay.
 If you are scheduled to work less than 20 hours per week, you are not eligible for holiday pay.
 Earned Wellness Day
 Hourly employees who accumulate ten sick days per year (August 1 to May 31) will earn one day off with pay beginning on July 1 fol-lowing the completion of three years of employment. The day must be taken within the following fiscal year and at a time convenient to the department.
 Meals are provided free of charge only for shifts worked.
 Shift Differential
 Hours worked after 5:00 pm are considered second shift and are therefore paid at an additional $0.30 per hour shift differential. Hours worked after 1:00 am are considered third shift and therefore paid at an additional $0.30 per hour shift differential. The pay rate for the employees regularly scheduled shift will apply to vacation, sick and holiday pay.
 Uniform and Dress Code
 Dining Service employees are issued uniforms and name tags. In accordance with local health and sanitation department regulations, hair restraints and gloves are also issued. All employees are required to wear the uniform appropriate to their job, and abide by safety and sanitation standards. The Dining Service Department has a specific handbook that will be issued to you.