The Belmont Abbey College Strategic Plan (BAC 2020) outlines important goals for our college to live its mission, stay competitive and at the same time provide a rewarding work environment. In BAC 2020 we have a goal (4) of enhancing faculty and staff work life, more specifically there is an objective to support work life balance (4.2) by reevaluating our current work structure (4.2.1). With this objective in mind, the college supports the use of flexible scheduling, and with a transition to cloud-based technology solutions, more and more employees have the flexibility to work remotely. All of these give employees greater opportunity to balance work and home life.
Introducing the Flexible Paid Time Off Policy
Flexible Paid Time Off replaces both vacation and sick leave to provide you and your manager the flexibility to accomplish your work goals while balancing your home life. Regular, full-time (working at least 30 hours per week) employees will have the flexibility to take time off, provided they meet job responsibilities. (policy is attached)
Here’s a brief summary:
- Combines vacation and sick leave
- Requires manager approval
- Number of days off is self-managed, manager-approved
- Accrual tracking unnecessary
- Departmental blackout days may apply
Self-Managed, Manager-Approved, Unlimited
Whether dealing with an illness or simply needing a break, speak with your manager, obtain approval and take the time off. No more tracking, no more banking for big events, no more worries. While there may be blackout days when employees cannot take time off (non-illness) due to the cycle of business, there is no limitation on the number of days employees may take off. Focus on efficiency on the job, and recharging when off.
A Benefit for Our Whole Community
This new policy benefits the college by improving efficiencies through reducing time spent tracking hours for sick and vacation leave and accruals. Additionally, we anticipate improved retention and recruitment with this superior benefit.
You will have the opportunity to take time that meets your needs, provided you meet job responsibilities. Communication is key. Working hard when you are on the job is essential. Cutting-edge companies are using this new policy, and now the Abbey is at the forefront too.
Benefits for our community
- Greater flexibility
- Increased efficiency
- Better productivity
- Improved retention
- Attracting top-notch talent
Flexible Paid Time Off Guidelines
- Employees are encouraged to take at least two weeks annually. This will avoid exhaustion and ensure time to refresh.
- Employees are asked to submit time off requests in advance when possible (excluding emergencies and sick time).
- Each department may set blackout periods based on business needs. These may fluctuate.
- You and your manager will mutually agree on time off. Managers must make consideration for workload, other employee requests, business needs, etc.
- Use the Flexible Paid Time Off Form to communicate requested days.
- Managers will consider time off requests on a first-come, first-served basis.
- Weekly overtime calculations are based only on hours worked.
- Compensation for paid time off is based on regular wages or salary for the same period.
- Non-exempt employees will track paid time off hours on their biweekly timesheet in order to calculate compensation and overtime.
- Employees may take up to two (2) consecutive weeks of paid time off; longer periods require special approval.
- Illness, injury, disability (including maternity leave) lasting more than two weeks would apply under FMLA and Short Term Disability/Maternity Leave policies. This policy does not interfere with legally established leaves such as Maternity/Paternity/Adoption or FMLA.
- Employees are encouraged to use Outlook to schedule time off by inviting their manager to an appointment corresponding to their days out of the office. This will give you a clear way to communicate your request and an additional way for your manager to communicate approval.
- The existing Vacation Pay Out Policy will be honored through May 31, 2018, based on accruals as of August 31, 2017.
- This new policy will take effect September 1, 2017.