Time Off Benefits

Eligible full-time positions only, available after completion of 90-day probationary period. Vacation hours are earned monthly based on years of full-time service.

• Vacation time off is available to full time staff and eligible faculty after new employee's probationary period.

• Vacation is earned monthly but can be borrowed from unearned time, up to your maximum annual accrual. 

• Vacation leave hours accrue on the last day of each month. An employee who is in a paid status on the last day of the month earns leave hours for that month. 

• Employees will submit their absence request for time off in Workday. Vacation requests must be approved by the supervisor in advance of absence.  

• Providing quality academic and student services to our students is our priority and therefore, all staff and administrator requests for days off during the week before the semester begins and the first week of classes each semester should be very limited.

 

• Supervisors: Please work with your department to ensure proper coverage is provided during this time. 

• Employees: A written request with rationale from the employee must be submitted to and approved by the appropriate Vice President, then forwarded to the appropriate HR Consultant to be included in the personnel file before vacation leave is taken during those critical periods each semester.

• Faculty, as well as all exempt staff and administrators, have the option to request available time off in half or whole day increments. Any other scheduling arrangements should be made with their supervisor. If you have any questions, feel free to contact your supervisor or HR.

 

• A maximum of three consecutive weeks' of vacation may be taken.

• Full-time employees can roll over a maximum of 120 hours of accrued, unused vacation hours each fiscal year. 

• Earned but unused vacation hours can be paid out at termination of full-time employment, retirement, or status change to a non-benefits eligible position or a position that does not earn vacation hours. In addition, up to a maximum of 80 hours rolled from the previous year can be paid at termination of employment, retirement, or status change to a non-benefits eligible position. 

• Borrowed vacation hours that have been used but not yet earned must be repaid upon termination of employment or change to a non-benefits eligible position or a position that does not earn vacation hours. 

 

Grant-Funded Employees

To ensure sufficient funding to cover earned vacation balances, for employees in positions funded by a grant must use all earned vacation hours by the end of the grant funding year. In the event that grant employment ends, payment for earned but unused vacation hours is contingent upon the availability of grant funds for such payment, and is not eligible to be paid from non-grant funds. [DEC(Local)]

 

Non-exempt employees may earn compensatory time off when working over 40 hours in the work week. Overtime must be approved by your supervisor.

 

Submit Absence Request

Available to full-time employees.

 

The purpose of accrued/earned sick time is for full-time employees to use for an absence due to the illness and/or related appointments of the employee or the employee’s minor/dependent child, or the employee’s spouse.

• In the event of illness or any other unscheduled absence, the employee must contact the supervisor before their scheduled starting time, or as soon as possible, to notify the supervisor of the absence and advise the supervisor of the circumstances and the anticipated length of the absence. If more than three days is anticipated or if the employee has questions related to, they need to reach out to Benefits at (972) 599-3152.

 

• Employees will submit their absence request for time off in Workday.

• Employees may accrue up to 720 hours of sick time.

• Unused sick time is not payable at termination of employment or movement to a non-benefits eligible position.

 

• Extended Family Sick Time - up to a maximum of three days (24 hours) per fiscal year of accrued sick leave may be used for the illness, medical or dental appointments of extended family members, which includes mother, father, adult children, grandmother, grandfather, grandchildren, siblings, and in-laws. Step and foster relationships of the above are included in the definition of extended family members. [DEC(Local)]

 

Submit Absence Request

 Eligible full-time positions only. Available immediately upon hire. [DEC(Local)]

• Faculty, as well as all exempt employees, have the option to request available time off in half or whole day increments. Any other scheduling arrangements should be made with their supervisor. If you have any questions, feel free to contact your supervisor or HR.

 

• Twenty-four hours Personal Leave is available each September 1st to all full-time, benefits-eligible employees, including employees still in their 90-day probationary period*.

• Personal Leave days are not carried forward into the next fiscal year.

• Personal Leave is not payable at termination of employment or retirement.

• Employees will submit their absence request for time off in Workday.

 

* The number of personal days provided for new full-time employees during their first academic year will be prorated based on their hire date as follows:

 

Submit Absence Request

Available to full-time employees.

 

A benefits-eligible employee will be granted up to 40 hours of paid bereavement leave upon the death of an employee's spouse, child, parent, or other person who occupies a position of similar importance in the employee's family in accordance with procedures.

 

A benefits-eligible employee will be granted up to 24 hours of paid bereavement leave upon the death of other family members of the employee to include siblings, grandparents, grandchildren, parents-in-law, and siblings-in-law, or other person who occupies a position of similar importance in the employee's family in accordance with administrative regulations, including an employee's step and foster relationships of the above.

 

Bereavement leave will be noncumulative. [DEC(Local)]

 

Submit Absence Request

Available to full-time and part-time employees.

 

Court Appearances

The college provides paid leave to full-time or part-time Collin College employees summoned to jury duty, including grand jury service. An employee's pay or leave balances will not be impacted. Employees may keep any compensation the court provides. Absence requests for time off should be completed to reflect scheduled work hours missed on that day(s) due to jury duty. An employee who receives a summons to report for jury duty should inform his/her supervisor as soon as possible regarding the date and time required to report for jury duty. 

 

Employees will submit their absence request for time off in Workday. The jury summons form and/or jury duty attendance verification letter from the court clerk must be attached to the absence request for time off in Workday.

 

Compliance with Subpoenaed Court Appearance 

Absences due to compliance with a valid subpoena for College District-related business or for jury duty will be fully compensated by the College District and will not be deducted from the employee's pay or leave balance.

 

Absences due to compliance with a valid subpoena for personal business will be deducted from the employee's personal leave or vacation leave or result in loss of pay at the employee's daily rate for each day of work missed.

 

Employees will submit their absence request for time off in Workday. A copy of the subpoena must be attached to the absence request for time off in Workday. [DEC(Local)]

 

Submit Absence Request

Available to full-time employees.

 

The purpose of Critical Illness Leave is to provide all full-time benefits eligible employees up to three days (24 hours) of leave with pay for when an immediate or other family member is critically ill. 

 

Immediate or other family member for this policy is defined as: the employee’s spouse, mother, father, sister, brother, children, grandparents, grandchildren, mother-in-law, father-in-law, sister-in-law, brother-in-law, or other person who occupies a position of similar position/role/standing in the family of the employee. An employee's step and foster relationships with the above are included in the definition of immediate or other family member. [DEC(Local)]

 

Employees will submit their absence request for time off in Workday.

 

Submit Absence Request

Available to full-time employees.

 

Each employee who has been employed in a benefits-eligible position for at least 12 months is eligible to use 10 days of paid parental leave at the time of the birth or adoption of a child. Parental Leave must be coordinated with the employee's concurrent leave under the FMLA and is available for use from the time of birth or placement of the child only. Parental Leave must be used while the employee is on the related FMLA leave and does not accrue or remain available for use at a later date. Adjunct faculty, part-time employees, and employees on leave without pay status are not eligible for paid parental leave as outlined in this policy but may be eligible for unpaid FMLA leave. [DEC (Local)]

 

Submit Absence Request

Available to full-time employees.

 

An employee is expected to vote before or after his or her scheduled working hours unless voting at a polling location on a College District campus. In the rare instance that this is not possible, the employee may request prior approval from his or her supervisor for time off, not to exceed two hours, to vote. [DEC (Local)]

 

Non-exempt employees should submit their absence request for time off in Workday.

 

  Submit Absence Request