Employee Handbook  Back to Camelweb Home
Employee Handbook
Table of Contents
Welcome to the Connecticut College Community!
College Policies
Employment Information
Benefits
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
Physical Plant Addendum
 This addendum applies to all hourly paid staff in Physical Plant.
 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. New employees will be paid the appropriate wage for the position less a reduction in pay of $.50 per hour. Upon successful completion of the adjustment period, the rate will increase by $.50 per hour.
 Vacation
 Vacation is accrued according to the following schedule if you are regularly scheduled to work a minimum of 1000 hours per year in a benefits eligible position. Vacation cannot be used until the successful completion of your 90-day adjustment period unless previously approved by the department head. Vacation cannot be used before it is earned.
  
Years of ServiceVacation DaysWeekly AccrualMaximum Accrual
through 5 years10 working days1.54 hours100 hours
over 5 - through 1015 working days2.31 hours150 hours
over 10 - through 1520 working days3.08 hours200 hours
over 15 years23 working days3.54 hours224 hours
 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 for vacation accruals.
 Part-time hourly employees who are regularly scheduled to work a minimum of 1000 hours per year in a benefits eligible position are subject to the same vacation time in proportion to number of hours worked. Employees who are regularly scheduled for less than 1000 hours per year will not be eligible for paid vacation benefits.
 It is important that the department is appropriately staffed at all times and that the actual vacation times taken are recorded and kept on file. You must submit your vacation request to your supervisor in advance and the leave must be for no less than a half-day period. Scheduling of such leave is subject to the restrictions of the department and requires approval of your supervisor. If employment is terminated before six months, you are not eligible to be paid for accrued vacation.
 
 Sick Pay
 If you work a full-time schedule in a benefits eligible position and have successfully completed the 90-day adjustment period, you accrue sick leave at a rate of 1.54 hours per week. Part-time workers in a benefits eligible position accrue sick leave in proportion to number of hours worked. Sick time may be carried forward up to a maximum accrual of 960 hours. If you work less than 1000 hours per year or are in a position that’s not benefits eligible, you are not eligible for paid sick benefits.
 Paid Holidays
 If you are regularly scheduled to work a minimum of 1000 hours per year in a benefits eligible position and have successfully completed the 90-day adjustment period, you are eligible for the following holidays with pay:
  
New Year's DayIndependence DayThanksgiving DayChristmas Eve
Memorial DayLabor DayDay after ThanksgivingChristmas Day
Floating HolidayMartin Luther King Day
 The floating holiday must be taken as a full day and with prior approval of the supervisor. The day will be forfeited if not taken within the fiscal year.
 You will receive regular pay for each of the above holidays, inclu-ding the floating holiday. If you are required to work on any of the above holidays, you will earn 1½ times your normal hourly rate of pay in addition to your regular holiday pay.
 If you work less than 1000 hours per year, you are not eligible for paid holiday benefits.
 Earned Wellness Day
 Following the completion of three years of employment, hourly employees who accumulate ten sick days per year (July 1 to June 30), will earn one day off with pay beginning on July 1. The day off must be taken within the following fiscal year and at a time convenient to the department.
 Shift Differential Payment
 The hour that work begins will determine your shift. If you work another shift besides the one you are assigned to, you will receive the appropriate shift differential. The pay rate for the shift currently assigned will be the rate paid for vacation, sick, and holiday leave.
 First shift starts on or after 4:00am; second shift starts on or after 4:00pm; third shift starts on or after 10:00pm.
 If you work second or third shift, you will receive an appropriate shift differential payment as long as the scheduled hours are not solely for the convenience of the employee.
 Call-Backs
 Call-back policies are in effect when you are called back to work after having left the premises of the College at the end of your normal shift. If you are called back to work, you are required to report to work immediately.
 You will be paid a minimum of four hours of work for call-back situations at 1½ times your normal hourly rate.
 When the call-back assignment is completed, and if no additional work has been assigned, you are expected to contact Campus Safety, the Power Plant, or your supervisor and carry out work assigned by him or her for the balance of the four hours.
 Although it is not always possible to determine in advance which particular skill will be required to resolve the problem at hand, every effort will be made to equitably distribute the call-backs among the various divisions.
 Shift & Job Transfers
 You may apply for a shift transfer once you have successfully completed your 90-day adjustment period.
 The College reserves the right to transfer an employee to another shift as the needs of the department warrant. All changes will be reviewed by the department head and the Director of Human Resources. An employee being transferred will be given two weeks written notice. The decision to transfer an employee from one shift to another will be based on seniority, availability, and the needs of the department. In the event of a conflict, the needs of the department will take precedence.
 Uniform and Dress Code
 All employees are required to wear the uniform appropriate to their job, and abide by safety and sanitation standards.