Portland Community College
PA-12: Employee Rights
| Status | Score | Responsible Party |
|---|---|---|
|
1.50 / 3.00 |
Stephania
Fregosi Sustainability Analyst Academic Affairs |
12.1 Number of weeks of paid maternity leave
Narrative and/or website URL providing an overview of the maternity leave options available to employees:
PCC covers parental leave through a combination of regular leave, parental leave and disability insurance. Full-time employees are effectively covered for up to 14 weeks.
Classified Employees PCC Paid Parental Leave. Effective July 1, 2024, an employee who is receiving PFMLI program benefits may be eligible for up to 160 hours of PCC Paid Parental under the following conditions: (i) The employee is on an approved Parental Leave under PCC policy and in accordance with FMLA and/or PFMLI, (ii) The employee has exhausted their accrued paid leave (e.g., Vacation, Sick, Personal) during the parental leave (except an employee may retain up to 40 hours of their own accrued leave), and 42 (iii) The PCC Paid Parental Leave must be used during the approved FMLA and/or PFMLI parental leave, as follows: a. PCC Paid Parental Leave provides supplemental pay benefits for up to 160 hours during the employee’s approved leave. b. PCC Paid Parental Leave supplemental pay and benefits shall not exceed 100% of the employee’s regular wages, including PFMLI benefits. c. PCC Paid Parental Leave is pro-rated based on the employee’s FTE at the time of the leave (e.g., a .50 FTE employee would be eligible to receive 80 hours of PCC Paid Parental Leave).
Faculty and Academic Professionals
19.10 Leaves of Absence with Pay 19.10.1 Paid Family and Medical Leave Insurance (“PFMLI”) Program (a) The College will provide the required paid family and medical leave insurance program benefits through a State-approved equivalent plan offered by a third-party insurer, that is equal to or exceeds the minimum requirements of Paid Leave Oregon. (b) The PFMLI program is funded by both employee and employer contributions (which will be withheld through the payroll process). The parties recognize that the contribution rates are set by the State. The current contribution rate for employees is 60% of 1% of the employee’s wages. The employee contribution will be deducted each pay period. (c) Many employees’ PFMLI benefits will be less than 100% of their regular wages. Employees may choose to supplement their PFMLI benefits 75 utilizing other paid leaves (including sick leave, vacation leave, or personal leave). Employees may not receive more than 100% of their regular wages if they choose to supplement their PFMLI payments. (d) While receiving PFMLI benefits, the College will continue to provide all College-provided insurance benefits (e.g., health insurance) and pay any contributions required by this agreement. Any required employee contributions towards those benefits will be deducted from employee paychecks if the employee elects to supplement their benefits with accrued leaves as allowed above. Employees who do not elect these options or do not receive pay from the College sufficient to cover their required contributions are responsible for remitting the employee portion for continuation of these benefits in accordance with this agreement and state law.
Management Staff
These leaves are governed by Federal and State laws. For the most current regulations and procedures for use, contact Human Resources.
The following information comes from the Oregon Bureau of Labor and Industries.
"Beginning July 1, 2024, OFLA provides protected time off to eligible employees for the following reasons:
Sick child leave for the employee to care for their child because of an injury, illness, or condition that requires home care. Sick child leave includes both serious or non-serious health conditions (in addition to family leave for a child's serious health condition under Paid Leave Oregon). Sick child leave is also available for school and childcare closures in conjunction with public health emergencies
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Bereavement leave is available within 60 days after an employee learns of the death of a family member
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Pregnancy disability for the employee’s own pregnancy related incapacity before or after the birth of the child or for prenatal care
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From July 1, 2024 through December 31, 2024, OFLA will also provide child placement leave to facilitate the legal processes required for placement of a foster child or adoption. (Paid Leave will incorporate this leave beginning 2025.)
OFLA leave is capped at 12 weeks for sick child leave and bereavement. Bereavement leave is further limited to two weeks per family member with a maximum of four weeks in a given leave year.
OFLA provides up to 12 additional weeks for pregnancy disability.
OFLA provides up to two additional weeks for child placement leave (not available after 2024).
Note: that for purposes of sick child leave, the child must be either under the age of 18 or an adult dependent child substantially limited by a physical or mental impairment."
The Reporting Tool will automatically calculate the following figure:
12.2 Percentage of employees eligible for paid all-gender family/medical leave
Narrative and/or website URL providing an overview of the institution’s eligibility criteria for paid family/medical leave:
Family & Medical Leave at PCC is available for full-time employees, although all employees are eligible for Oregon Family Leave. Only 45% of PCC employees are full-time.
Information can be found in the contracts for each group of employees.
Family and Medical Leave Act and Oregon Family Leave Act
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PCC employees may be eligible for the federal Family & Medical Leave Act (FMLA), the Oregon Family Leave Act (OFLA), or both. If eligible for both, FMLA and OFLA leaves run concurrently.
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To be eligible for FMLA, an employee must have worked for a total of at least 12 months and have worked at least 1,250 hours during the 12-month period immediately preceding the leave.
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To be eligible for OFLA, an employee must have worked for a period of 180 calendar days immediately preceding the date leave begins and have worked an average of 25 hours per week during the 180-day period. There is no average hours requirement for OFLA parental leave. Employees need only have worked for a period of 180 calendar days immediately preceding the date parental leave begins.
The Reporting Tool will automatically calculate the following figure:
12.3 Published measures to protect employee rights
Does the institution publish information on grievance resolution in a format that is accessible to all employees?:
Does the institution publish information on whistleblower protections in a format that is accessible to all employees?:
Does the institution publish information on freedom of association in a format that is accessible to all employees?:
Narrative and/or website URL providing an overview of the institution’s published measures to protect employee rights:
Published measures to protect employee rights are found in the handbooks for each of the three main categories: classified employees, faculty and academic professionals and management and confidential employees.
Grievances:
Portland Community College employees are considered public employees and are held to the same ethics laws as other Oregon public employees. See the PCC Ethics Guide [intranet] or Oregon Government Ethics Commission website for more information about those ethics laws. Portland Community College's policy on reporting improper activity covers whistle blowing.
PCC has published a Frequently Asked Questions page policies around Freedom of Speech on this website, including a FAQ that explains that Freedom of Speech also protects other types of expression including membership in social and political groups.
The Reporting Tool will automatically calculate the following figure:
Optional documentation
Employees figures used to calculate this are from the 2023/2024 IPEDS and Ethnic DIversity Worksheet and were also used in the HR IPEDS report.
Additional documentation for this credit:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.