Policy IV-E: Policies on Benefits

Policy IV-E: Policies on Benefits

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Policy on Bereavement Leave

Purpose

The College provides employees paid time off when there is a death in an employee’s immediate family. Refer to Procedure IV.4000.B.a, Bereavement Leave for the definition of immediate family.

Policy

Employees are provided with up to twenty-four (24) scheduled work hours of paid time off for making arrangements, settling family affairs, bereavement, and/or attending the funeral or memorial service of a member of their immediate family. If additional time off is needed, an employee may use sick, personal, or vacation leave, with leader approval.

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission.

Associated Procedure

Procedure IV.4000.B.a, Bereavement Leave

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

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Policy on Any Court Appearances

Purpose

The purpose of this policy is to expand on how the College manages employee court appearance absences.

Policy

A full-time employee summoned for jury duty, subpoenaed as a witness, or directed to testify in court proceedings in which the employee is not a party, will be released from their assigned duties as necessary, with no loss of salary or reduction in leave. 

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission. 

Associated Procedures

Procedure IV.4000.C.a, Court Appearances/Jury Duty

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

 

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Purpose

The purpose of this policy is to define the Employee Assistance Program (EAP) and outline the services that are available to full-time employees

Policy

The College offers an EAP, which provides confidential, professional assistance to full-time employees and their dependents. The EAP provider employs staff with specialized training in many areas, including marital and family counseling, adolescent concerns, depression, legal advice, and drug and alcohol related issues.

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission.

Associated Procedures

Procedure IV.4000.E, Employee Assistance Program

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

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Purpose

The Family and Medical Leave Act of 1993 (FMLA) requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees. 

Policy

To be eligible for FMLA, an employee must have been employed at the College for at least 12 months, which does not need to be consecutive, and to have worked at least 1,250 hours within the 12-month period preceding the request for leave. 

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission. 

Associated Procedures

Procedure IV.4000.F, Family and Medical Leave

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

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Policy on Holidays

Purpose

The purposed of this policy is to define the College’s holiday policy.

Policy

Holidays for all employees are set by the Board of Trustees each year. Eligible full-time employees will be paid for the holiday(s) at their current rate of pay.  

The College makes every reasonable effort to accommodate the religious beliefs of employees, including allowing time off for religious holidays when possible. 

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission. 

Associated Procedures

Procedure IV.4000.G.a, Holidays

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

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Policy on Insurance

Policy

The Texas Insurance Code authorizes group insurance for eligible employees under the terms and conditions established by the Employees Retirement System (ERS) and the San Jacinto College Board of Trustees. 

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission. 

Associated Procedures

Procedure IV.4000.H.a, Insurance

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

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Policy on Lactation

The purpose of this policy is to provide a process for arranging an appropriate location and a reasonable amount of break time to accommodate employees who are nursing for a period of up to one calendar year after the birth of the nursing child, pursuant to applicable state and federal laws. 

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission. 

Associated Procedures

Procedure IV.4000.I.a, Lactation

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

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Policy on Military Absence

Purpose

The purpose of this policy is to outline the College’s administration of military leave in compliance with federal and state regulations.

Policy

Full-time employees of San Jacinto College who are members of the state military forces, or of the reserve components of the United States Armed Forces are entitled to a leave of absence for training and other purposes when authorized by the proper authority. The rights of employees who are members of the United States Armed Forces, National Guard, Texas State Guard, or reserve are detailed in the “Uniformed Service Employment and Re-employment Rights Act of 1994” (USERRA).

Texas military service members ordered to state active duty, training, or other duty by a proper state authority are entitled to the same benefits and protections as those found in USERRA and provisions of the federal Service-members Civil Relief Act (SCRA). 

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission.

Associated Procedures

Procedure IV.4000.J.a, Military Leave

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

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Policy on Retirement Plan for Part-time Employees

Purpose

The College does not participate in Social Security; therefore, the purpose of this policy is to outline the Federal Insurance Contributions Act (FICA) alternative retirement plan for part-time employees.

Policy

The College is required to provide a FICA alternative retirement plan for part-time employees under the federal Omnibus Budget Reconciliation Act of 1990 (OBRA). Additionally, all employees hired beginning May 1, 1986, must also pay the Medicare tax (part of FICA).

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission.

Associated Procedures

Procedure IV.4000.K.a, Retirement Plan for Part-time Employees

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

 

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Policy on Personal Business Leave

Purpose

An employee is allowed up to twenty-four (24) hours of leave for those cases of personal business when an employee needs to be off work, but the absence is not covered under sick leave.

Policy

Full-time employees will have twenty-four (24) hours of their sick leave accrual allocated to personal business leave at the beginning of each fiscal year. At the end of the fiscal year, any unused personal business leave will revert back to the employee’s sick leave balance.

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission.

Associated Procedure

Procedure IV.4000.L.a, Personal Business Leave

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

 

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Policy on Retirement Plan for Full-Time Employees

Purpose

The College does not participate in Social Security; therefore, the purpose of this policy is to outline the retirement plan options for full-time employees through the Teacher Retirement System of Texas or the Optional Retirement Program.

Policy

Full-time faculty and other designated employees are eligible to choose between the Teacher Retirement System of Texas (TRS) and the Optional Retirement Program (ORP) for their retirement plan. The choice of retirement plan is irrevocable.

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission.

Associated Procedure

Procedure IV.4000.M.a, Retirement Plan for Full-Time Employees

Date of Board Approval:

April 4, 2022

Effective Date:

April 5, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

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Policy on Sick Bank

Purpose

The purpose of the College Sick Bank is to provide eligible full-time employees additional sick leave hours in the event of a catastrophic injury or illness to the employee or the employee's spouse, parent, or child.

Policy

Human Resources, Benefits manages a bank of sick hours for the benefit of employees who have exhausted all available paid leave (sick, personal business leave, vacation and compensatory time). The hours of Sick Bank that may be available will vary based on the injury or illness.

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission.

Associated Procedures

Procedure IV.4000.N.a, Sick Bank

Date of Board Approval:

January 31, 2022

Effective Date:

February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

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Policy on Sick Leave

Full-time contracted and non-contracted employees are eligible to receive sick leave.

Policy

Full-time employees are eligible to receive sick leave. Sick leave provides paid time off for illness or injury or when the medical condition of the employee prevents the performance of the employee's regularly assigned duties. Sick leave may also be used in cases of illness or injury of the employee's spouse, children, grandchildren, mother, father, mother-in-law, or father-in-law.

Refer to the procedure on sick leave for detailed information.

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission.

Associated Procedure

Procedure IV.4000.O.a, Sick Leave

Date of Board Approval:

Anticipated January 31, 2022

Effective Date:

Anticipated February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner

Vice President, Human Resources

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Policy on Tuition Reimbursement

Purpose

The purpose of this policy is to define the Tuition Reimbursement process at the College.

Policy

Full-time employees may request reimbursement for classes taken at San Jacinto College. Tuition, books, and fees may be reimbursed up to $1,800 per fiscal year per employee. Reimbursement is subject to the availability of funds. 

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission. 

Associated Procedures

Procedure IV.4000.P.a, Tuition Reimbursement

Date of Board Approval:

Anticipated January 31, 2022

Effective Date:

Anticipated February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

 

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Policy on Vacations

Purpose

To define the category of full-time employees who are eligible for vacation leave.

Policy

Twelve-month employees of the College will be eligible for annual paid vacations per the terms of this policy and procedure or as approved by the Board of Trustees. 

However, full-time employees who take additional periods of time off after grades are submitted or between instructional parts of term and are not required to submit an approved leave code for these periods of time off, excluding holidays, are not eligible to accrue vacation leave. 

The Authority, Applicability, Sanctions, Exclusions, and Interpretation do not differ from Policy II.2000.A, Policy and Procedures Development, Review, Revision, and Rescission.

Associated Procedures

Procedure IV.4000.Q.a, Vacation

Date of Board Approval:

Anticipated January 31, 2022

Effective Date:

Anticipated February 1, 2022

Primary Owner:

Vice Chancellor, Human Resources, Organizational and Talent Effectiveness

Secondary Owner:

Vice President, Human Resources

 

Policy on Overtime/Compensatory Time

Eligible (nonexempt) employees of the college are entitled to receive overtime pay at the rate of one and one-half times the regular rate, or compensatory time off at 1-1/2 hours for each hour worked over forty working hours per week. The 40-hour work week begins at midnight Sunday and extends through midnight the following Sunday, unless otherwise defined by the administration.

Policy #:

IV-E-2

Policy Name:

Policy on Overtime/Compensatory Time

Pages:

1

Adopted Date:

March 2, 1981

Revision/Reviewed Date:

September 7, 1993 and January 18, 1997

Effective Date:

March 2, 1981; September 7, 1993 and January 18, 1997

Associated Procedure:

4-16

 

Policy on Development Leave

Effective with the 2003-2004 school year, the administration suspended the granting of Development Leave indefinitely.

Faculty development leave is a principle cornerstone for faculty renewal and professional growth. Professional development leaves enable faculty to engage in study, research, writing, field observations and other suitable purposes. Opportunities for additional training, for improving skills and for maintaining currency in the field are understood to be included as a purpose for development leave. To improve further the higher education available to the students of the college, the Board of Trustees may grant full-time faculty a paid leave or sabbatical, or an unpaid professional renewal leave, according to the procedures and guidelines established by the Board.

 

Policy #:

IV-E-8

Policy Name:

Policy on Development Leave

Pages:

1

Adopted Date:

March 2, 1981

Revision/Reviewed Date:

June 3, 1985; September 7, 1993; April 5, 1999 and February 5, 2008

Effective Date:

March 2, 1981; June 3, 1985; September 7, 1993; April 5, 1999 and February 5, 2008

Associated Procedure:

5-7

 

Policy on Intellectual Property Rights and Honoraria

The San Jacinto College District may ask a full-time employee to write a book to be used as the adopted text for a course of study. If the employee agrees to write the book, the college will publish it, and the faculty member will be paid a royalty to be mutually agreed upon.

The Board of Trustees shall own the copyright of all materials, including computer software programs, produced within an employee's scope of employment or in which San Jacinto College District supplies or equipment played a dominant role. Works authored or created by an employee on his or her own time, without expense to the Board of Trustees and without instruction, direction, or control of the employee's superiors, are owned by the employee.

Copyrights of the Board of Trustees may be waived in favor of or assigned to the employee upon approval of an application submitted to the Board through the Chancellor.

The college district may pay an honorarium to full-time employees for appropriate scholarly accomplishments, including but not limited to books written and published by a commercial publisher other than San Jacinto College District.

Policy #:

IV-E-14

Policy Name:

Policy on Intellectual Property Rights and Honoraria

Pages:

1

Adopted Date:

June 3, 1985

Revision/Reviewed Date:

May 2, 1994, October 7, 2002, October 8, 2007

Effective Date:

June 3, 1985, May 2, 1994, October 7, 2002, October 8, 2007

Associated Procedure:

5-15