The College will not tolerate harassment and/or discrimination of any kind against any person or group of individuals because of age, race, national origin, sex, religion, or disability. Harassment is defined as any behavior (verbal, written, or physical) that abuses, demeans, or victimizes any person based on the above distinctions.

Moreover, it is the policy of the College that no employee shall discriminate against or harass another employee, student or other person on any of these grounds.

This policy includes, but is not limited to, recruitment and employment, continued employment, promotion, and establishment of salary or wages, benefits, workload, and other rights.

The Belmont Abbey College Strategic Plan outlines important goals for our college to stay competitive and at the same time have a rewarding work environment. In our Strategic Plan, we have a goal of enhancing faculty and staff work life, specifically to support work life balance by reevaluating our current work structure. With these goals in mind, the college has added flex hours and permitted remote work environments as ways to give employees greater opportunity to balance work and home life.

Effective September 1, 2017 Belmont Abbey College is announcing three new exciting enhancements:

• A new Maternity/Paternity/Adoption Policy
• A Medical Insurance Premium Holiday
• A new Flexible Paid Time Off Policy
• Maternity/Paternity/Adoption Policy

In support of strengthening family life at the Abbey, we’re introducing a new Maternity/Paternity/Adoption Leave policy. Under this new policy mothers will have 12 weeks of paid leave following the birth of a child, and fathers or parents who adopt will have four (4) weeks of paid leave. Mothers and fathers no longer need to bank additional hours to ensure they have time with their newborn or new adoptee–they will now have a solid beginning with their new family member.

This new policy will take effect immediately. If you have any questions regarding the new policy please see the attachment below for additional information or contact Cheryl Trotter in Human Resources.

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.

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

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.

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.

• Greater flexibility
• Increased efficiency
• Better productivity
• Improved retention
• Attracting top-notch talent

• 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.
• 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.