CCS supports breastfeeding mothers by accommodating mothers who wish to express breast milk during the workday when separated from a newborn child. For up to one year after the child’s birth, any employee who is breastfeeding her child will be provided reasonable break times to express breast milk for her baby. Employees should contact Human Resources to discuss a location for lactation breaks that is convenient to the employee’s work location. For non-exempt employees, breaks of more than 20 minutes in length will be unpaid, and the employee should indicate this break period on her time record.
Unless otherwise specified, employees have one hour for lunch. For non-exempt salaried and hourly employees, this time is without pay and must be scheduled with your supervisor to ensure proper coverage in your department. Normal lunch periods are between 11:30am and 1:30pm.
Absenteeism and tardiness place a burden on other employees and can affect the level of service your department provides. If you must absent yourself from work, arrive late or depart early, you must notify your supervisor as soon as possible in advance of the anticipated tardiness or absences. Employees must contact the supervisor directly and speak to them personally. If the supervisor does not answer, the employee should leave a voicemail and also send an email or text message to the supervisor. Employees who fail to notify their supervisors of an absence in accordance with this procedure may be subject to disciplinary action. Employees must notify their supervisors each day they will be absent, in accordance with this procedure. If the absence extends for a period of time, a schedule for reporting on a less frequent basis may be established.
Employees may be subject to discipline, up to and including termination of employment, when unscheduled absenteeism or tardiness becomes excessive. Even if an employee has Paid Time Off available, excessive use of unscheduled time off is disruptive and may lead to disciplinary action. Whether absenteeism or tardiness is excessive is at the sole discretion of the College. The College will consider the frequency of unscheduled absences and/or tardiness, the patterns of absences (such as a pattern of Monday or Friday absences or absences on the day before or after a holiday or weekend), and the reasons for the absences. Pre-approved, pre-scheduled absences, bereavement leave, military leave, jury duty leave, and medical leaves (including Family and Medical Leave Act leave) shall not count against the employee, provided that proper notice and any required documentation are provided.
Absences, late arrivals and early departures may result in a reduction in wages for non-exempt employees.
Any employee who fails to report to work without notification to his or her supervisor for a period of three consecutive days will be considered to have voluntarily terminated his or her employment.
Full-time staff are generally expected to work a minimum of 35 hours per week. Some full-time staff are expected to work 40 hours per week. Core hours of operation for most departments are 8:30 am to 4:30 pm, Monday through Friday. Actual work schedules may vary from department to department based on individual department needs.
For purposes of benefit plan administration, recording Paid Time Off benefits, and reporting hours worked, administrative staff employees are required to log hours in TimeClock Plus using the Webclock. Digital Time Sheets (TimeClock Plus) are to be completed by all staff and should report days or hours worked. Hours are to be entered by the employee and approved by the supervisor no later than three (3) business days following the completion of a pay period.