The College offers an average of 15 paid holidays per year, including time off for December holidays.
Full-time staff and administrative positions earn 96 hours (12 days) of annual leave beginning with their date of employment (prorated in the first calendar year of hire) and the amount is then increased by one day every other calendar year. For example, 104 hours will be available for use in year three and four, 112 hours will be available in years five and six, 120 hours in years seven and eight, etc. The maximum annual leave amount that can be earned in a calendar year is 160 hours (20 days). Full-time employees may carry over a total of 40 hours of accrued but unused annual leave to the following calendar year. Part-time employees (working 1000+ hours) earn and may carry forward leave amounts on a prorated basis.
Full-time staff and administrative positions will earn 96 hours (12 days) of sick leave per calendar year. Any accrued and unused sick time will be carried forward (up to 404 hours) for a maximum balance of 500 hours. Faculty may request up to 90 days of leave due to an illness or injury.
Full-time staff and administrative positions are awarded one day of personal leave per year to be used for their birthday or a personal or religious holiday.
During the pregnancy or up to one year after the birth or placement of a child for adoption, employees who meet the requirements of FMLA (Family and Medical Leave Act), may take up to 12 weeks of leave for pregnancy/birth or adoption. During this time, those employees may be paid with sick or vacation leave earned under the College’s sick and vacation leave policies. In addition, they may qualify for supplemental leave benefits under one of the following parental leave provisions:
A mother is allowed up to six weeks of paid maternity leave. This paid leave is in addition to any sick or vacation leave earned in accordance with the College’s sick and vacation leave policies. The maternity leave must be taken during pregnancy or within the first three months following birth.
A father is allowed up to three weeks of paid leave, to be taken during the pregnancy if the father must provide care for the mother due to medical need or within the first three months following birth. This paid leave is in addition to any sick or vacation leave earned in accordance with the College’s sick and vacation leave policies.
An adoptive parent is allowed up to three weeks of paid leave, to be taken within the first three months following the child being placed in the home. This paid leave is in addition to any vacation or sick leave earned in accordance with the College’s sick and vacation leave policies.
To qualify for any of the above paid parental leave benefits, the employee must have been employed a minimum of one year, and must be in a regular, full-time position at the time leave is to be taken. S/he must qualify for FMLA and all FMLA and parental leave benefit forms must be completed and approved prior to the beginning of the leave period. FMLA leave time runs concurrently with any paid leave benefits, including parental leave.
Time off beyond the 12 weeks per year allowed through FMLA must be approved by the employee’s supervisor and the appropriate Vice President or the President.
Note: Employees who do not qualify for paid parental leave benefits may still qualify for FMLA.
The Family and Medical Leave Act of 1993 (FMLA) Provides time off for employees to care for a family member due to their own illness, as well as for a birth, adoption, events required for a call to active duty and other related situations. To be eligible, employees must have been employed by Meredith College for a total of 12 months (need not be consecutive) and have worked a total of 1,250 hours in the past 12 months.
Significant discounted rates provided by John Hancock for employees and their families, extending to parents, brothers, sisters and children. Employee enrollment within the first 30 days of employment is available without medical questions asked.
After one year of employment, full-time equivalent staff may elect to participate in the Catastrophic Leave Bank by making a donation of their own leave. In the event of a catastrophic illness that depletes their own leave time, they would then have the option of requesting additional leave from the leave bank. Catastrophic leave policy »
1st Floor Park Center
Phone: (919) 760-8898
Fax: (919) 760-8164