Part Time - Facilities Services-SEIU

Paid Time Off

In compliance with the Paid Leave for All Workers Act, part time employees will accrue .03 hours of paid time off (PTO) for every one (1) hour worked. This will accrue on a biweekly basis, based on the time entry approved hours. PTO leave must be accrued before it can be used. 

Holidays

The Office of Human Resources will distribute a list of holidays for each fiscal year upon approval by the Board of Trustees.  Part-time employees are not entitled to paid holidays.  The exception to this is if part-time bargaining unit employees work on the holiday.  They will be paid their regular rate for all hours worked plus time and a half (1 ½).  

  • Independence Day
  • Labor Day
  • Veterans Day
  • Thanksgiving Day
  • Day after Thanksgiving
  • Day before Christmas Day
  • Christmas Day
  • Day after Christmas Day
  • New Year’s Eve Day
  • New Year’s Day
  • Martin Luther King, Jr Day  
  • President’s Day
  • Good Friday  
  • Memorial Day
  • Juneteenth

Winter Break

Part time employees will receive eight (8) hours of pay for each optional day identified by the College. Part time employees that are scheduled to work on the ‘option days’ shall receive a replacement holiday. Part time employees that are scheduled to work on the ‘option days’ shall receive eight (8) hours of PTO for each day worked. Use of the replacement holiday/PTO shall be by mutual agreement of the employee and their supervisor.

Bereavement

If there is a death in the immediate family, the part-time employee may be excused from work and be paid at the regular straight time for the excused time. Pay will be limited to the necessary time lost from the regular schedule not to exceed three (3) workdays. **As per the Family Bereavement Leave Act, all employees are provided a maximum of two (2) weeks, or ten (10) workdays, of unpaid or continuous or intermittent leave for bereavement of an eligible employee’s child or covered family member. Board Policy 02.04.16 will provide eligibility information.

Jury Leave

The college supports employees in their civic duty to serve on a jury. The employee will be paid for all regularly scheduled work hours. The difference between monies paid to a jurist and the employee’s regular salary will be given. Time for appearance in court for personal business will be the individual employee’s responsibility. Normally, if paid time off is available, it will be used for this purpose. Time for appearance in court for college related business (such as being subpoenaed as a witness) will be considered as time worked and compensated accordingly.

Military Leave 

The college complies with all provisions of the Uniformed Services Employment and Reemployment Rights Act (USERRA) and the Illinois Service Member Employment and Reemployment Rights Act (ISERRA) in support of the military obligations of employees. These Acts protect the employment, reemployment, benefits, and prevent discrimination of service members who leave their civilian employment to serve our nation or state. Any employee who needs time off for uniformed service should immediately notify the Human Resources Department and their supervisor. If an employee is unable to provide notice before leaving for uniformed service, a family member should notify the supervisor as soon as possible.

Family and Medical Leave (FMLA)

JJC complies with the federal Family and Medical Leave Act (FMLA), which requires employers to grant unpaid leaves of absence to qualified workers for certain medical and family-related reasons. The college abides by any state regulated leave laws. The more generous of the two laws will apply to the employee if the employee is eligible under both federal and state laws.

Time off for Voting

JJC recognizes that voting is an integral part of being in a community. In almost all cases, and employee will have sufficient time outside working hours to vote. If for any reason this won’t be the case, the employee should contact their supervisor to discuss scheduling accommodations. In Illinois every employee is entitled, after giving sufficient notice, to two hours off work, provided that the employee's working hours begin less than 2 hours after the opening of the polls and end less than 2 hours before the closing.

State Universities Retirement System (SURS)

The college participates in SURS and all employees, except student workers and those employees that are considered temporary or intermittent, are required to contribute eight percent (8%) of their gross pay.* This contribution is a pre-tax deduction. The employer contribution is paid by the state of Illinois. Employees that contribute to SURS do not contribute to the Federal Social Security Program (FICA).

General information regarding SURS may be accessed toll free by calling 1-800-ASK SURS (275-7877) or visiting the SURS website. *Employees hired as Campus Police Officers are subject to a higher SURS contribution. SURS Website 

SURS Deferred Compensation Plan (DCP)

*Only members who originally hired and certified in SURS on or after 7/1/23 will be automatically enrolled. Members previously certified in SURS that are re-employed are not subject to automatic enrollment. https://www.surs.org/

As a recently hired member, you will begin saving and investing in the SURS DCP immediately after your date of hire. Your contribution rate will be 3%, deducted before taxes from your paycheck. SURS Website

Tax Sheltered Annuity Program 403(b) and 457(b)

The college provides all employees the opportunity to participate in a Tax-Sheltered Annuity Program. The college has pre-approved companies from which employees can choose a tax deferred investment plan. The college does not contribute to these accounts.

Tuition Waiver

Part-time employee shall be entitled to enroll without cost in two (2) academic credited courses per semester offered by the college. Part-Time employees shall be responsible for all student fees, books, etc.

Professional Development and Training

The college has a commitment to the development of its employees. The Professional Development Committee is responsible for the development and implementation of a year-long program of activities which enhance the work performance and environment for all employees at JJC, keeping in alignment with the Core Values.

Performance Management 

Communication between employees and supervisors or managers is very important. Discussions regarding job performance are ongoing and often informal. Formal performance reviews are conducted annually. These reviews include a written performance appraisal and discussion between the employee and the supervisor about the job performance and expectations for the coming year.

Wellness Center

Employees may join the Wellness/Fitness Center. Currently membership is free for employees.

Employee Assistance Program

The college provides access to an Employee Assistance Program (EAP) for employees and their eligible dependents. Our EAP is offered through Evernorth; an integrated employee assistance and work/ life program. Highlights of this benefit include:

  • 6 face-to-face virtual counseling
  • Legal Assistance
  • Financial assistance
  • Parenting Resources
  • Eldercare
  • Pet care

Automotive

The Joliet Junior College Automotive Service Technology Shop services to the vehicles of employees in order to provide hands-on experience for its automotive program’s students. The employee will be invoiced for all parts and nominal service fee in lieu of labor charges.

Dining

An employee may purchase a JJC swipe card which can be used in the Wolves’ Den Cafeteria, The Beanery, and J-Building Outlet. Employees will receive a 5% discount on all purchases every day and a 10% discount on all purchases on select promotional days throughout the year.

Direct Deposit

Joliet Junior College Employees are encouraged to enroll in direct deposit and may divide their paycheck among multiple accounts.

 

The description above is a summary of the current benefit program offered and is not intended to be an all-inclusive statement or guarantee of benefits.