Eligible North Idaho College employees may use various types of paid and unpaid leave. Leave eligibility and approval may vary, depending on employee's circumstances and needs.
Vacation Accrual for Staff Positions
Maximum of 30 vacation days can be carried over into the next fiscal year.
|Service||Monthly Vacation Accrual|
|1 – 24 months||1.25 days|
|25 – 72 months||1.50 days|
|After 72 months||1.75 days|
Sick Leave Accrual
|1 day per month worked (e.g. Faculty)|
|No limit on how many sick days you can accrue.|
| At retirement, unused sick leave may be used to pay for health and life insurance. This benefit is available to both PERSI retirees and ORP retirees.
|Sick leave is not compensable upon termination of employment
Overview of FMLA, maternity and paternity benefits, and short-term disability
For more detailed information, visit the appropriate link below.
The Family Medical Leave Act provides 12-weeks of job protection for individuals seeking to take time off for medical conditions for themselves and/or close family members, including the birth, adoption, or foster placement of a child.
Specific to maternity and paternity benefits, during those 12-weeks either the mother or the father may take up to 12-weeks off for the purpose of a birth of a child. While federal law protects the job, it does not require that the time off be paid time off, but allows employers to determine whether the employee is allowed to use accrued paid leave to cover the time off. NIC allows mothers and fathers who take FMLA leave to use their accrued sick leave and vacation leave to cover the time off.
Mothers who do not have sufficient accrued time off to cover the entire period of their absence may also apply for short-term disability benefits available to them during open enrollment (provided that the mother signed up for those benefits). This will cover up to 60% of the mother’s salary while out on leave. Employees must abide by the terms and conditions of that benefit through Regence Life, and details about the benefit are available through Human Resources.
Fathers may take up to 12-weeks off for the birth of a child as well and may also use their accrued sick or vacation leave to cover the time off. However, when the paid time off is exhausted, the father may continue his leave through the allotted 12-weeks but would not be eligible for further paid benefits (e.g., short term disability).
It is recommended that employees visit with Andrea Woempner, NIC’s Benefits Specialist, to ensure compliance with Family Medical Leave requirements and make appropriate arrangements for related leaves.