Part-time Regular Staff

Career Advancement Program
Through University of Nebraska-Omaha

The Career Advancement Program (CAP) offers tuition-free classes through the University of Nebraska-Omaha (UNO) for regular full-time and part-time employees of Metropolitan Community College after 6 months of continuous employment (some limitations may apply). This innovative partnership expands MCC's educational assistance program by allowing eligible employees to attend UNO classes with little to no out-of-pocket costs.

CAP provides employees with the following benefits:

• Tuition paid directly to UNO--no reimbursement form needed
• Registration-based fees are waived
• Nearly all undergraduate and graduate level courses are eligible, and may apply towards the completion of a degree or professional development
• Dedicated CAP specialists help participants navigate enrollment in UNO Classes

UNO offers over 7,000 courses each year--with more than 55% offered online or during the evening, including 80 undergraduate courses, 60 graduate courses, and 8 doctoral degree plans.

Employees are encouraged to work with their manager to ensure UNO coursework does not interfere with their work schedule and job responsibilities.

For details including guidelines, FAQs, and UNO contact information, visit the Career Advancement Program website.

HR contact: humanresources@mccneb.edu

Part-time regular employee holiday pay is based on the employee's employment status and applicable bargaining agreement

Holiday	Days	Date
Martin Luther King Day	1 day	Monday, January 20, 2025
Memorial Day	1 day	Monday, May 26, 2025
Juneteenth	1 day	Thursday, June 19, 2025
Independence Day	1 day	Friday, July 4, 2025
Labor Day	1 day	Monday, September 1, 2025
Thanksgiving Recess	2 days	Thursday, November 27, 2025 Friday, November 28, 2025
Holiday Recess	6 days	Thursday, December 25, 2025 Friday, December 26, 2025 Monday, December 29, 2025 Tuesday, December 30, 2025 Wednesday, December 31, 2025 January 1, 2026

The number of approved College holidays and the actual date(s) each holiday is observed, varies each year as approved by MCC's Board of Governors. (Procedures Memorandum VII-19)

Metropolitan Community College employees are eligible to join the First Nebraska Credit Union. The forms to start, change or stop payroll deduction to First Nebraska Credit Union are available in the Human Resources office or from the credit union.

Main Branch:

10655 Bedford Avenue (Northeast of 108th & Maple)
402-492-9100 or 800-882-0244

48th Street Branch:

4740 S. 48th Street
402-553-7999 or 800-882-0244

Elkhorn Branch

20241 Manderson Street
531-999-2450 or 800-882-0244

Lincoln Branch

8101 S. 40th Street
402-420-0644 or 800-882-0244

Lincoln Branch North

5070 N. 32nd Street
402-477- 7766 or 800-882-0244

West Branch

4203 S. 120th Street
402-330-5373 or 800-822-0244

Website: firstnebraska.org

Employee Assistance Program (EAP)

Annual Leave

Part-time regular employees are eligible for annual leave (time off with pay), paid at the employee's hourly rate. Annual leave requests cannot exceed the hours of annual leave accrued. Part-time employees accrue annual leave based on the employee's employment status, years of service and applicable bargaining agreement. Annual leave requests must be submitted through UKG and approved by the employee's supervisor.

Annual leave accrues at the following rates:

Months of Service	Hours Accrued per Pay Period	Maximum Accrual
0-36 months	2.8	280 hours
37-60 months	3.5	280 hours
61 - 120 months	4.2	280 hours
121+	4.9	280 hours

Employees who resign or retire will be paid out for their accrued, unused annual leave.

HR contact Karla Stoltenberg, 531-622-2235

Bereavement Leave

Full-time and part-time regular exempt and non-exempt employees may request time off work for bereavement leave due to the death of an immediate family member. A maximum of five days of leave for any one death may be granted, not to exceed 12 days in a fiscal year. Bereavement leave days do not have to be taken consecutively.  The Vice President reserves the right to request written verification of leave upon granting of leave. The length of paid bereavement leave will vary depending on the circumstances, and the appropriate Dean, Vice President or Associate Vice President, must approve the employee's request. Request must be submitted through UKG and approved by the employee's supervisor.

The term "immediate family" is defined as the employee's father, mother, stepparent, grandfather, grandmother, grandchild, spouse, child, stepchild, brother, sister, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law and any other relative living in the household of the employee.

In addition, approved time off without pay may be granted for a period of up to a maximum of three days for the death of an aunt, uncle, first cousin, niece, or nephew. The length of the leave will vary depending on the circumstances. With the approval of the employee's supervisor, an employee may utilize accrued annual leave instead of leave without pay.

Bereavement leave may also be granted for attendance at the funeral services for a co-worker at the College where there has been a personal friendship, and is subject to the supervisor's determination t ha the absence will not create an interruption in the essential workflow.

HR contact: ladavis@mccneb.edu, 531-622-2232

Court, Jury, & Election Duty

Leave with pay shall be authorized for any employee who is:

• Officially required to report for jury duty;
• Subpoenaed in litigation to which he/she is not a party, except litigation to which the employee is a party by reason of his/her employment with the College; or
• Ordered to serve as an election official.

Any payment received for court, jury or election service, exclusive of travel reimbursement and parking fee reimbursement, shall be deducted from the employee's College paycheck. Full accounting of payment received will be provided at the conclusion of the leave period through normal supervisory channels.

Requests for court, jury or election service leave must be made through the appropriate College request process.

Payroll contact: 531-622-2741

Donated Leave Program

The Donated Leave Program (DLP) was established to provide a measure of financial assistance to full-time and part-time regular employees who have exhausted all accrued leave (annual leave or personal leave, and sick leave,) during the course of a certified FMLA serious illness or injury, or to provide care for an immediate family member with a certified FMLA medical condition.

To be eligible to apply for DLP benefits, employees must have donated at least one day of accrued annual leave (personal leave for faculty) the DLP bank for the applicable fiscal year, and meet all eligibility criteria as prescribed in P.M. VI-40, Donated Leave Program. The identity of donors and recipients is kept confidential.

Donated leave benefits are subject to availability and, if approved, are paid at the recipient's current base rate of pay, up to a maximum of six weeks.

Participation in the DLP will cease upon the exhaustion of the maximum number of hours allowed, termination of employment, death of the employee or eligible family member, or end of the fiscal year.

HR contact: Cindy Croy, 531-622-2231, cacroy@mccneb.edu or Human Resources at humanresources@mccneb.edu or 531-622-2420.

Family Medical Leave Act

Eligible employees may request time off without pay for limited time periods for family and medical leave with job and health insurance protection in compliance with the federal Family and Medical Leave Act (FMLA) of 1993.

Under FMLA, the term "family or medical leave" means an approved absence potentially available to eligible employees for up to a total of 12 weeks of unpaid leave during an applicable 12-month period under the following circumstances:

• When the employee is unable to perform the functions of his or her position because of a serious health condition of the employee ("health of employee leave"),
• Because of the birth of the employee's son or daughter, and in order to care for such son or daughter ("birth leave"),
• Because of the placement of a son or daughter with the employee for adoption or foster care ("placement leave”),
• In order to care for the employee’s spouse, son, daughter or parent who has a serious health condition ("health of relative leave").

When the need for leave is foreseeable, such as a birth leave, placement leave or planned medical treatment, the employee must provide reasonable prior notice to the College. When not possible to give a 30-day notice, notice must be given to the College as soon as practicable, which means within two business days after the need for leave becomes known to the employee. Where the need for health of relative leave or health of employee leave is foreseeable based on planned medical treatment, the employee must also make a reasonable effort to schedule the treatment so as not to unduly disrupt College operations. While on health of employee leave, the employee will be required to report periodically on his or her leave status and intention to return to work.

The term "serious health condition" means an illness, injury, impairment, or physical or mental condition that involves:

• inpatient care in a hospital, hospice or residential medical care facility or any subsequent treatment in connection with such inpatient care;
• continuing treatment by a health care provider for an incapacitating condition requiring absence from work, school or other daily activities for more than three calendar days or which would likely result in such an absence if not treated by a health care provider;
• continuing treatment by a health care provider.

The College requires medical certification from a health care provider to support a request for health of employee leave or health of relative leave. For a health of relative leave, the certification also must state that the employee is needed to care for his or her son, daughter, spouse or parent and must include an estimate of the amount of time the employee is needed to provide such care.

Health of relative leave and/or health of employee leave may be taken on an intermittent or reduced leave schedule basis if such basis is certified by the health care provider to be medically necessary. If leave is requested on such a basis, however, the College may require the employee to transfer temporarily to an alternative position, having equivalent pay and benefits, which better accommodates recurring periods of absence or a part-time schedule. Birth leave and placement leave may not be taken on an intermittent or reduced leave schedule basis unless the employee and College mutually so agree.

Depending on the type of leave requested under FMLA, paid leave must be substituted for leave without pay.

Servicemember Family and Medical Leave: The federal Family and Medical Leave Act (FMLA) entitles eligible employees to take leave for a covered family member's service in the Armed Forces. Servicemember FMLA provides eligible employees unpaid leave for any one or for a combination, of the following reasons:

• A "qualifying exigency" arising out of a covered family member's active duty or call to active duty in the Armed Forces in support of a contingency plan: and/or
• To care for a covered family member who has incurred an injury or illness in the line of duty while on active duty in the Armed Forces provided that such injury or illness may render the family member medically unfit to perform duties of the member's office, grade, rank, or rating.

When Leave is due to a qualifying exigency, an eligible employee may take up to 12 workweeks of leave during any 12-month period. When leave is to care for an injured or ill servicemember, an eligible employee may take up to 26 workweeks of leave during a single 12-month period to care for the servicemember. Leave to care for an injured or ill servicemember, when combined with other FMLA-qualifying leave, may not exceed 26 weeks in a single 12-month period.

Servicemember FMLA runs concurrent with other leave entitlements provided under federal, state, and local law. The College's policy is to comply with Nebraska State law in any circumstance where it applies to the employees of Metropolitan Community College.

Contact Human Resources at humanresources@mccneb.edu or call 531-622-2420.

Leave of Absence Without Pay

Requests for leave of absence without pay may be granted for the following reasons:

• Personal illness or injury to employee.
• Employees receiving Long-Term Disability benefits.
• Due to serious illness in immediate family or catastrophe involving employee’s personal property. (Employees who have exhausted paid leave or any applicable Family and Medical Leave Act (FMLA), or when FMLA does not apply).
• For an employee to attend a college, university, special workshop, or institute.
• An employee's Military Service leave. In some instances Military Service leave may be paid (Refer to P.M. VI-13).
• Other personal reasons.

With the exception of military leave and employee entitlements to FMLA, the following will normally be required as conditions precedent to consideration of requests for leaves of absence without pay:

• A minimum of one year of continuous prior employment with the College for leaves of more than 30 work days;
• A satisfactory work performance and attendance record at the College; and
• The availability of temporary employee(s) to "cover" the proposed period of absence, and the effect of leave on the level of service delivered by or to the College.

With the exception of military leaves and certain FMLA leaves, all accumulated annual leave, sick leave, and personal leave must be used by the employee prior to beginning a leave of absence without pay. The maximum length of a leave of absence without pay is normally 12 calendar months.

Supervisors reporting directly to a Dean, Vice President or Associate Vice President may approve leaves without pay for periods of five work days or less. A Vice President or Associate Vice President may approve leaves without pay for periods of 30 work days or less. All leaves of absence without pay of more than 30 work days must be approved by the President.

Contact Human Resources at humanresources@mccneb.edu or call 531-622-2420.

Military Leave

Requests for military leave must be made through the appropriate College leave process with additional details including a copy of the relevant military orders. Military leave requires the approval of the employee's supervisor and the respective Vice President or Associate Vice President.

Contact Human Resources at humanresources@mccneb.edu or 531-622-2420.

Sick Leave

Regular part-time employees accrue sick leave at the accrual rate of 2.8 hours per pay period for those holding a .70 FTE position, up to a maximum of 616 hours. Accrual of sick leave does not increase with length of service.

Sick leave requests must be submitted through UKG and approved by the employee's supervisor.

Accrued sick leave permits continuation of full pay during absence due to:

• Disability caused by a medical condition of the employee;
• The need to prevent exposure of co-workers and the public to contagious disease;
• The need of the employee to obtain dental or medical care;
• The illness or injury of a member of the employee's "immediate family" defined as father, mother, current spouse, dependent children, stepchildren, whether living in the employee’s home or elsewhere; and any relative living in the household of the employee; or
• Adoption of a child when that child requires the personal care and presence of the employee.

A description of the Family and Medical Leave Act (FMLA) provisions, which may apply in some cases, is available in Human Resources. 

Upon retirement, an employee age 60 or older with a minimum total point score of 70 (employee’s age at retirement plus years of regular employment with the College), the College will payout a portion of his/her unused sick leave at the employee's hourly rate, according to the following chart:

Total Point Score at Time of Retirement	Percentage of Payout
80 or more	25%
79	24%
78	23%
77	22%
76	21%
75	20%
74	19%
73	18%
72	17%
71	16%
70	15%

 

For example: An employee age 60 at the time of retirement with 12 years of regular employment would be paid 17% of their accrued, unused sick leave.

Upon the death of a current employee, 50 percent of the employee's unused sick leave will be paid to the employee's designated beneficiary.

HR contact Karla Stoltenberg, 531-622-2235.

Part-time employees may voluntarily participate in the College’s 403(b) Retirement Plan immediately upon hire, without College match.

Employee contributions to the Retirement Plan ("the plan") may be deducted from each paycheck by salary reduction contributions with before-tax or Roth after-tax dollars.

Employees may change their retirement contribution once per pay period. To change your retirement contribution, download the Salary Reduction Agreement form for part-time employees.

Important: If a regular part-time Metropolitan Community College employee is contributing at, or close to, their annual limit through another employer’s retirement plan, they may be at risk of exceeding the limit under IRS code by participating in the Plan.

The Plan offers employees the choice between two investment carriers: TIAA or Fidelity Investments. Both companies offer a diverse array of investment options, including the guaranteed TIAA Traditional Annuity, mutual funds, variable annuity investment accounts through TIAA and over 150 mutual funds through Fidelity Investments. Contributions are used to purchase individually-owned annuity contracts or custodial accounts.

Upon termination or retirement, employees may withdraw accumulations from their retirement account(s). Distributions paid directly to the participant may be subject to a mandatory 20 percent federal income tax withholding, in addition to any other federal income tax owed for the tax year in which the withdrawal is made, unless the distribution is transferred directly into an eligible retirement account. Withdrawals made prior to age 59 1/2 may be subject to a 10 percent IRS imposed penalty. When an employee retires, he or she may choose from several retirement income options including, but not limited to, a lifetime monthly annuity income, systematic withdrawal, direct rollover or a lump sum withdrawal.

IMPORTANT: TIAA Traditional Annuity Fund accumulations may be subject to certain withdrawal restrictions.

Contact Human Resources at humanresources@mccneb.edu or call 531-622-2420.

Tuition waiver is available to regular full-time and part-time employees and their eligible dependents for MCC credit and most non-credit classes, providing the employee or dependent enrolling on waiver does not prevent a tuition-paying student from enrolling in the class. Tuition-free classes are provided on a space-available basis.

Dependents are defined as a spouse, child or stepchild, providing the dependent lives in the same household as the employee and is claimed as a dependent on the employee's federal income tax return.

Continuing Education reserves the right to designate certain non-credit classes as not available for tuition waiver or limit the number of students per non-credit class enrolled under employee tuition waiver.

 

HR Contact:  531-622-2420, or email Human Resources

The College provides Workers' Compensation insurance for all employees. An employee injured on the job is entitled to medical and indemnity benefits, as stated in the provisions of the Nebraska Workers' Compensation Act.

Any injury that would qualify an employee for such benefits must be reported to their supervisor and Human Resources on the day the injury occurs.

Indemnity (wage loss) benefits are based upon 66 2/3 percent of the employee's average weekly wage, up to the maximum in effect on the date of the injury as established by state law. Compensation benefits begin on the 8th calendar day of disability due to the injury. Compensation for the first 7 days of disability is not paid unless the employee is off work 42 days or more. The days of disability need not be consecutive.

If an employee goes to a doctor within 48 hours after the injury, the employee is excused from work for the appointment; however, all appointments thereafter require sick leave usage.

Contact: Human Resources, 531-622-2420